The following is a guest post by Deb Roberge of ourdentalteam.com. If you are interested in guest posting for Dental Heroes, please sign up here.

First off, I must state at the onset of this article that any employee that has participated in any illegal activities such as embezzlement or theft, or has contributed to wrong-doings that will clearly be detrimental to you or your practice must be immediately dismissed.

Fear of Fallout is Normal

The following protocol is one that would apply to situations where you (and most probably your team as well) were aware that a particular team member is just not appropriate for your practice and yet you hold onto them for fear of “fallout”. You continue to observe behavior affirming that she/he is not a fit for your practice, yet reluctantly accommodate it and stress over it, even lose sleep over it, but turn the other cheek and just plod on day after day.

After a while many of you will actually show your frustrations to the team member in question, other team members, your spouse and family, and sometimes even your patients. How healthy is this for you and even for the employee in question as well? Do you think they are not aware of this? Many employees will hang on, dealing with their own fears and concerns and interestingly have their own unhealthy reasons to stay.

Often Fear is the Result of Misconceptions

Fallout myths are common fears and misconceptions that many dentists ruminate about so often that they steer away from dismissal to avoid their perceived challenges. The fear of moving the process forward is the result of many preconceived outcomes that many employers try to avoid:

• “If I let Suzie go, the other team members will be so upset that they will “leave in sympathy”.
• “I can’t do that to Suzie knowing she will be sent out in the cold with no job”.
• Patients will leave my practice if Suzie isn’t here.
• “Maybe Suzie is the best out there and once I search for her replacement I will find no one any better”.
• “No one really knows what Suzie does except for Suzie, so how can I let her go”?

You will know it’s time when you have followed proper procedures to assist the employee with additional coaching and training as necessary and they just don’t seem to be able or willing to come around. You have spoken with them and documented these warnings and conversations along with their signature recording the fact that these areas have been properly addressed, and yet they never did meet the requirements necessary to keep them.

Dismissal With Dignity

When you know you have clearly attempted to do all you could, it is time for everyone to move on and time to engage in an Employer/Employee Dismissal Co-agreement or what I call “Dismissal with Dignity”.

Stay Tuned for Part II

Stay tuned for part II tomorrow to learn more about exactly how you can dismiss an employee with dignity.

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