Meet Ginny Hegarty at the Yankee Dental Congress
Join me for Coffee at the Yankee Dental Congress
Systems alone don’t create success… People do. If you’re at the Yankee Dental Congress this Friday, please stop by. I’m looking forward to meeting you and answering your HR questions. Managing and leading the team proactively will enable you to improve communication and avoid the drama that holding you back. Supporting and developing your human capital is my passion. Let’s talk about finding, hiring and retaining great team members. I’ll have my learning resources on hand too. Click here to preview The Hiring Process Simplified, The Practice Renewal System and The Leadership & Accountability System.
I’ll be in the Patterson Dental booth # 430 on Friday, January 27, 2012 at 11am
Plan for Success
3. Performance Appraisals:
Practical: An opportunity to have a one-on-one discussion with an employee about what they are doing well & what they need to work on. Nothing changes without this knowledge. If you want more of the good & less of the bad, this is the ticket.
Legal Perspective: An accurate, signed performance appraisal is the most valuable legal defense you will have if a former employee files a claim against you. These document(s) are proof of : 1-poor performance 2-your intent to communicate clearly 3-your willingness to work with the employee toward improvement 4- the former employee’s awareness of your concerns & the consequences if performance was not improved.
2. Job Descriptions:
Protect Your Practice
Practical: When customized for each person and position, sets crystal clear expectations for job performance. Have employees review, update and sign each year.
Legal Perspective: When edited or prepared by employees themselves, then acknowledged with the employee signature, this is your best defense of each employee’s understanding of what was expected of them. Dust off those old job descriptions and put a working guide in place for each employee.
Don't Just Roll the Dice!
With employee related lawsuits continuing to rise at an alarming rate, it is critical to shine a spotlight on your responsibilities as an employer and get your HR house in order. Lawsuits are often more about perception than the truth. Commit to a proactive approach to HR compliance, rather than a reactive one and you will not only protect your practice assets, you’ll enjoy a practice that runs much more smoothly, effectively and happily.
1. Policy &Procedures Manual:
Practical: Management framework for your practice spelling out how you run your practice. A much-appreciated guide for the team to prevents misunderstandings.
Legal Protection: When done well, comprehensively and kept current, it is your best defense of your positions and your good faith attempt to stay on top of your legal responsibilities to your employees. Guided by an HR Professional, you will be aware of all state and federal requirements and your policies and procedures will be compliant. Don’t take chances copying someone else’s manual; the rules change according to number of employees, your state and your type of business.