Your new hire is about to start their FIRST day at your practice! They are feeling excited but nervous – they don’t know anyone or are familiar with your systems or preferences yet. Nevertheless, they are excited to start the first day of what could be many loyal years working in your practice. That is the way you need to view their first day as well; the beginning of a long-lasting working relationship.
This individual will be with you for 80% of their day! They will be taking care of YOUR patients and building YOUR practice. You want and NEED them to be successful because the reputation and success of your practice is dependent on it. Why not take the right steps and set them up for success — it benefits EVERYONE involved; your team, patients and practice’s reputation. There are a few key things you can do to ensure your new hires success. Start by downloading our New Hire Onboarding Checklist to get the 411.
Get the Welcome Wagon Ready!
You know the drill during the first few minutes on the job, your tendency may be to parade your new hire around the office so quickly they will barely be able to manage a few handshakes as you announce, “Everyone, this is Samantha; Samantha, this is the team.” Before you know it, the team will jump back into what they were doing and the new hire is left standing around feeling alone and overwhelmed!
As a manager/owner, you can speed up the acclimation process for your new employees by spending a little more time on the introductions and—here’s the important part—making some connections from the start.
Instead of simply introducing your new hire by name, give a little background: “This is Samantha, our new Administrator. She’s amazing with Dentrix reports, so she’ll be a huge help with analyzing our current recall strategy and getting pending treatment back into our chairs and keep us all busy! In the meantime, she’ll be available to help show us how to pull up these reports for—so touch base with her to let her know what you need.”
With this, you have acknowledged your new employee’s strengths (and made him or her feel valuable from day one) and given current employees an opening to make first contact and get the new hire immediately involved.
“The minute I arrived on my worst first day, I felt like an afterthought. My boss ushered me to my desk, handed me their procedure manual and training videos to watch on their practice software program, and, after logging in, they told me to “play around and get comfortable” with the system. They said they had their own work to get done— so I was on my own. At the end of the almost unbearable day, I left the office doubting my decision to accept the offer. This isn’t what I expected at all!” This is what a candidate said asking for help to find her another office after this experience! NOT GOOD!
Is this how you want them to feel? I am sure you want them to be excited about their new position, eager to tackle their own projects, and striving to make an impact in your practice. And that doesn’t usually come from a thrown-together training plan that makes your new employee feel like you couldn’t care less that he or she actually showed up!
I know (from experience) that everyday responsibilities are always waiting to get in the way. But taking the time to plan out a variety of assignments or training tasks for the new hire—ideally, for at least the first week on the job—will not only help them get up to speed quicker, but assure him that you’re truly invested in their success. Meaning: they will be much likelier to show up on day two confident that they are in the right place.
Assign a Mentor
Find one or two employees who are your top-notch, A-type, go-getters who can take your new hire under their wing! They can show them the ropes and teach them the RIGHT skill sets and habits to make them successful. Your new employee will also feel much more at ease knowing there are a few people who “have their back” and can ask any questions they may have along the process.
While it’ll still take plenty of time, training, and coaching to get your new employee up to speed, these small steps will lay the groundwork to get them familiar with the team and make sure they feel like an important, valued member of your practice. And that will make day two (and onward!) a whole lot more successful!
We just covered a few small steps on what you can do to make their first day a success! But there is much more involved so make sure to grab our checklist and you can see what else should be on your to-do list for that first day.
Next week, we dive into what their first week at the practice should look like!