A Dental Team members Plight–Can You Help?
Recently in my Tuesday Tidbits I discussed the value and importance for dentists to take the Leadership and the time to acknowledge their team to recognize their contributions. It’s good for morale; it’s good for patients; and it’s good for the bottom line. женский секс портал для москвы
As a reply to my Tuesday Tidbits post I received the following plea from one of my dear dental auxiliary friends. As a dental coach, I am requesting your comment; suggestion; and feedback so we can use a community of thought to help my friend. Read what she sent me and then write your suggestions in the comment box below.
“How about a way to deal with a boss that will not handle a bad apple in the cart. We have been dealing with a bad apple in the cart for several years and we must be approaching him the wrong way. There are 7 of us that are so feed up. We all give 200% and the bad apple barely gives 50% on a good day. We just want him to know how unhappy we are with the bad apple. We have approached him as a group but it seemed not to work and he felt ganged up on and really hasn’t said anything to us since. He has also not said anything to the bad apple to improve her. Are we at a lost cause?”
What would you advise? Comment below…
Comments
2 Responses to “A Dental Team members Plight–Can You Help?”
Got something to say?
Tough when the Dentist is “blind”. If you approached him as a team and he did nothing, she has some hold over him or he has some loyalty to her. I would take it to the next step and have the “team leader” tell him that this has gotten serious and some are talking about leaving if they have to continue with this person. We had the same situation and it wasn’t easy. Does the employee realize the feelings against her, or what she is doing to the team. If all that doesn’t work then slap the dentist in the face and tell him to wake up!!!
I think someone needs to talk to this person so they have the chance to improve. But chances are if they are working at such a low performance all this time it will not improve much. It sounds like she is disrupting the flow of the office. If you get no resolve from the doctor , you and the staff should go to the doctor and let him know you (as a staff) will be letting that person go! He will probably be glad you are taking care of it and he doesn’t have to deal with the conflict. See what he says, you might be surprised.