Published 21/11/2019

Read time: 5 minutes

"If everyone is moving forward together, then success takes care of itself," said Henry Ford. If you run a dental practice, you know the importance of having a team firing on all cylinders. Without capable, high-performing staff, practice growth becomes challenging.

But building a team that can sustain high performance is tough; sometimes even counter-intuitive.

Building an exceptional practice team isn’t just about hiring the best people. In fact, sometimes it’s not even about hiring the best people. You certainly shouldn't hire under-skilled staff, but team dynamic is more important than a team of over-achievers who can’t get on. Find the right balance, and the sum of your team's achievements will be greater than its parts.

Identify strengths but focus on soft skills

Finely tuned people skills and a positive attitude are at the heart of all great teams. But what other capabilities do you need? Here are five vital requirements for each team member:

  • A clear vision of expected work quality
  • Commitment to achieving personal targets
  • Alignment with practice goals
  • Excellent problem-solving skills
  • Personal accountability

You might notice some common threads. They are all connected by two needs: clear communication and transparency. And commitment to both must first be established, displayed, and reinforced by Principals and Practice Managers.

5 ways to set your staff up for success

The steps for improving engagement aren’t complex, but you must prioritise them. That's the part Principals can find challenging. Making time to engage staff during the day-to-day running of the practice can feel like a tall order.

But if you want to grow without facing team burn-out, staff engagement should be a core goal. Here are five steps to getting team engagement right:

  • Put people in the right role. Align talent acquisition and retention strategies with practice goals
  • Give them training. Removing obstacles to success is vital to building a culture of trust and accountability. This means providing the proper training and development
  • Task meaningful work. Engaged employees understand how they contribute to the practice's strategic objectives. Again, this is why they first have to be placed in the right role
  • Check-in. The days of simply relying on mid-year reviews for providing feedback are long gone. Regular feedback leads to faster course correction. Use both formal and informal check-in strategies – and use them weekly
  • Talk about engagement. Successful Practice Managers are transparent in their approach to improving engagement. They engage everyone in the discussion and stay open-minded about solutions

Again, these principles are not complex, but they do take time. And that's where DenGro can help.

How DenGro helps you sustain engagement

Our patient lead management software can play a useful role in sustaining high-performance. One of the single biggest challenges for practice staff is their workload. If your priority is growth through effective lead management, the kindest thing you could do for staff is set them up with DenGro. Our smart tasks feature means your team's to-do lists literally write themselves. Once a lead enters DenGro, prompts and reminders for follow-up are all automated. This takes the stress out of a vital day-to-day activity that aligns with your growth strategy.

DenGro's in-app reports offer a spreadsheet-free approach to tracking your team's performance. That means you can:

  • Set realistic goals
  • Measure success in reaching them
  • Identify opportunities for training together

All without the hours of data entry or analysis that's usually required. With DenGro, staff can understand their role in practice growth at the click of a button.

If you're interested in how DenGro can help your practice grow, try DenGro free for 14-days today.

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