Monthly Archives: February 2016

How to Quit a Job You Love


Even though quitting a job could mean moving on to bigger and better things, the act of telling your boss you’re resigning is something that most people dread, myself included.

Because quitting a job is a life event that I will have to deal with at some point this week, I wanted to give you a little bit of background about myself and tell some of my story: I am extremely loyal, and I go out of my way to do a good job. I know my full-time job doesn’t meet my needs monetarily or mentally, but I will have the hardest time telling my boss I’m leaving because I have the tendency to become extremely close to the people I work with. Whether you’re at a job for a few months or a few years, if you work in a team-like environment–like most dental practices–your co-workers become family, and it’s never easy to tell your family you quit.

I know I am one of those people who are going to have a really hard time doing this and probably freak out until the end of that dreaded meeting with my boss, so I Googled how to leave a job you love and found some excellent things that will help me stay calm and get through it. The link below will take you to an IntelliVen post called “How to Leave a Job you Love.” It give tips on how to psych yourself up before hand, which will help you stay firm in your decision to leave. It also helps to spell out the resignation process incase you have any questions on what to do. If you, too, are facing this difficult issue, I really think some of these points will help. Good luck. You can do it!


Did You Know The Reporting Time Frame Is 20 Days For New Hires?


As stated by The Personal Responsibility and Work Opportunity Reconciliation Act of 1966, an employer must report newly hired and re-hired employees to a state directory within 20 days of the hire or rehire date. As an employer, you play a critical role in this important program. States match new-hire reports against their child support records to locate parents, establish a child support order, or enforce an existing order. Continue reading

The Good, The Bad and The Ugly of Constructive Feedback

For both the employer and employee, the hire date is generally a time of heightened anxiety as the employee-review meeting approaches. We’ve heard some stories about meetings like these: The employer prepares 15 minutes before the big meeting, taking out tiny slips of paper from the desk drawer she used to quickly jot notes down months ago, and now she trying to figure out what they even mean. She can’t make heads or tails of them. Meanwhile, the employee is wondering if the meeting will even take place. Last year, it was rescheduled four times.

But here’s the thing: It does not have to be this way.

Get off on the right foot. Meet with employees often, not just once a year. And when you do meet, make the meeting top priority. Honoring your word shows your employee you care about them. They are of value. Meeting out of the office, on neutral ground, also takes the edge off. It’s not uncommon to hold the meeting over lunch in a quite restaurant. Take the time to set up a system for making progress notes regularly on employees. Being organized and prepared will make for a smooth and effective meeting. Regular feedback whether good or bad is essential in helping employees grow and succeed in their careers.

Employers/supervisors must make the time for regular one-on-one conversations with their employees and be prepared to share the positives along with the negatives.

A study has shown that 72 percent of employees want more critical feedback from their managers in order to improve. Here are tips on how to thoughtfully administer constructive feedback.

You can read more here.

Is Your Dental Practice Making These HR Mistakes?

It has recently come to our attention that there are a few things you might be doing that you legally aren’t allowed to do as an employer. Though these things may be common in the workplace, they are actually in violation of United States labor laws. In this U.S. News & World Report article, Alison Green writes that employees often assume their employers understand labor laws and always follow them, but in reality, many employers regularly violate employment law, whether they know it or not. Here are the five most common violations:

1. Telling employees that they can’t discuss their salary with co-workers.

2. Treating employees as exempt from overtime pay.

3. Asking or allowing employees to work off the clock.

4. Hiring independent contractors but treating them like employees.

5. Disciplining employees for complaining about work on social media.


If you have done any of these things in your office, it might be time to change some things around because these five violations are illegal and could potentially cause a lawsuit. Allen suggests employees who have experienced any of the above should talk to their manager first. “If you start from the assumption that she doesn’t realize that there’s a legal issue and that you’re being helpful by bringing it to her attention – as opposed to taking an adversarial stance right off the bat – you’re more likely to get a better outcome, one where the problem gets fixed and you maintain good relations with your employer,” she writes. If it doesn’t change, she tells employees to see a lawyer.

To read the explanations of the violations above and hear some of the suggestions Green shares with her readers, check out the link below.

The Recruiting Process Made Simple


Simplicity is a key to avoiding complication. Part of the definition of simplicity is ‘not complex or complicated; sincere.’ Joyce Meyer

If you already have a recruiting plan in place, take a look at it and see if there are any areas you could improve upon, update or streamline. If you don’t have a plan for recruiting in your business, now’s the time to gather your thoughts and write your plan out so when you find your office in need of hiring someone, everyone knows their role.

Here are five recommended recruiting practices to increase your chances of making your next hire a great match for your office.

1. Define what you are looking for. How can you recruit if you don’t even know what you need? Write a clear job description. Not only does this help you, it also helps the candidate decide if the job is right for them.

2. Determine why you are hiring and get input from your team on the potential new hires. Are you replacing a previous employee? Figure out what ultimately made the employee leave to avoid the same mistake. Having your team host a candidate for lunch is a great addition to the recruiting process. Their input is valuable.

3. Do your homework and know the going pay rate for the job. Research salary surveys and advertised positions on job boards.

4. Be truthful about the job. Don’t sugarcoat the challenges. If you recently added a second dentist and opened another operatory to your office, and you’re smack in the middle of figuring out how best to work the schedule and circulate staff, let the candidates know the challenges upfront. Some candidates are not comfortable working in unstructured environments.

5. Recruit through every avenue you can imagine. Cast your net wide and far. Social media, sales reps, patients, job boards, your business website, industry contacts, employee referrals local chambers of commerce.

There are a lot of things you can do to streamline your recruitment process, and it all starts with making a plan. We’ve seen these five tips work really well for those who are planning to hire, and we hope they will help your practice too!