Dentistry: The Performance Review Problem

Dentistry's employee performance review problemDentists can’t seem to come to agreement over employee performance reviews. One dentist in three doesn’t conduct employee reviews, revealed this survey. Some feel guilty for not doing them, while others feel the lack of performance reviews actually improves the workplace.

Most dentists who conduct reviews do so on a yearly basis, but many don’t have a regular schedule. “If there’s a problem, I tell the individual, or make a general statement to everyone about a given subject,” said one dentist.

Dental employee reviews can be an important part of dental management. “I feel it is a great chance for the doctor and their employees to get on the same page when it comes to performance,” said another dentist. “It does not have to mean that there is going to be a raise or bonus but a chance for the doctor to talk to his her employee and let them know what they have been thinking about.”

“It puts a lot of stress on the office, and the employees do not always improve and cop an attitude,” offered a pediatric dentist with a different dental management standpoint.

“We do reviews, but the team is clear that reviews and pay increase are not necessarily connected. Reviews do not mean raises. It allow the reviews to be done more often, and I also find the team more receptive as they are looking for the feedback rather than waiting to hear what they are getting monetarily,” advised one dentist.

Read more: Dentist Employee Reviews: To Conduct or Not To Conduct

About Julie Frey

+Julie Frey is the Editor of blog. She has dedicated her career to Internet marketing and communications, working side-by-side with dental marketing guru Jim Du Molin since 2006. She has a degree in Linguistics from Stanford University, has a passion for language and writing, and lives in San Francisco.

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  • Robert McBride

    We keep 16 statistics divided among team members accountable for each. They pretty much review each other as the success of the practice is directly reflective of their individual statistics, each member having an agreement with the practice purpose. Any actions (or inactions) that veer from the practice purpose directly influences its success, hence each member individually via paycheck. They tend to handle any performance problems themselves – takes the “them and us” out of the game..

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  • Adam

    Reviews also are a mechanism that allows the employee to feel more appreciated and can increase their job satisfaction. Structuring the reviews as also a time for them to voice their concerns, opinions, and observations can accomplish this.

  • Jill

    Robert, I would love to know what the 16 statistics you keep are. I struggle with staff accountability and have tried reviews without much success..I have tried Pride Institute goals and #’s for 2 years but this does not focus on an individual’s performance, and so the stars do not shine and the mediocre performers just slide by. Thanks for sharing your success. Jill Smith

  • Bnippard

    Dentist/Employee reviews are worth the effort when they focus on what is being done right and mostly center around expectations of each other, recognition and successes. If approached from this angle, they become positive experiences that each staff memeber will look forward to. Many times however, they become a “gotcha” session where the employee or dentist leaves feeling drained and unmotivated. Yearly reviews are way too infrequent as time weakens the urgency and importance of the issue being dealt with. I suggest at least four times yearly!

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