611: 4 Keys to Increase New Team Member Retention - Christina Byrne - a podcast by ACT Dental

4 Keys to Increase New Team Member Retention

Episode #611 with Christina Byrne

If you want to retain great team members, you need more than a good paycheck. To help you keep more of the people you want in your practice, Kirk Behrendt brings back Christina Byrne, ACT’s Director of Operations, to share four keys to unlock what your team members truly want. When you can keep the right people, your life gets better! To learn how to get started, listen to Episode 611 of The Best Practices Show!

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Links Mentioned in This Episode:

Get ACT’s 3-3-3 Onboarding Resource

Main Takeaways:

Take time to thank your team members.

Have a robust onboarding and training process.

Give new team members time to understand your culture.

Show new team members that your core values are alive in your practice.

Give clear, consistent communication about team members’ roles/responsibilities.

Quotes:

“The key to team member retention starts at the onboarding process. There are a lot of things that go into hiring a team member, and that's great. But a lot of times, the doctor thinks, ‘Okay, we're done. I've hired that person. Now, they should know what to do,’ and that is just not the case. And so, it is so important that we support that team member and give them all the tools to be as successful as possible because it costs a lot in time, and money, and stress to keep bringing new people in. So, the key to retaining your great team members is to start at the beginning, which means starting with the onboarding process.” (2:40—3:22)

“A lot of our teams and a lot of our doctors are stuck in this gerbil wheel of tolerating bad team members because they're so afraid of the market. A lot of people have not come back to the market, so we've got a lot of jobs and not a lot of people to fill them. So, one of the things that can set you apart is having a really robust onboarding process and training process. And just to be transparent, we go through that ourselves. Whenever I've interviewed someone for a new position here at ACT, almost every person will ask me, ‘What does the training look like? What does the onboarding look like?’ I'm really proud to say that we do walk the talk and we've got our 3-3-3 onboarding process, which we're going to link in the show notes. It's really a way to dial in on, we're not just saying, ‘Go do this job.’ We're saying, ‘By the end of three days, you should know how to do this. By the end of three weeks, you should know how to do this.’ The same thing for three months. I think that when we can...

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