Our teams are our most important asset. In all practices, we have people come and go, but hopefully a core gang of lifers will remain.
Spending my time supporting practices with all aspects of practice management, the biggest headache can be managing the team and maintaining a positive happy workplace for the team and for patients to enjoy.
Easy right!
In the bustling environment of a dental practice, effective management is crucial not only for smooth operations but also for fostering a positive workplace culture. One often overlooked aspect of this management is the way communication flows within the team. While communication is essential for collaboration and efficiency, it can sometimes take a detrimental turn when toxic gossip infiltrates the workplace. However, by promoting open conversations and discouraging gossip, dental practices can cultivate a healthier, more productive environment for both staff and patients.
Gossip, characterised by the sharing of rumours or personal information about others, can erode trust, morale, and teamwork within a dental practice. It creates an atmosphere of negativity and breeds distrust among team members. Furthermore, gossip can lead to misunderstandings, conflicts, and ultimately, decreased productivity and patient satisfaction. To combat this toxic behaviour, dental practice management should prioritize fostering open, transparent communication channels.
Practice owners and PMs contact me almost every week challenges
“what shall I do about a nurse who is upsetting others?”
“the way he speaks to people is terrible”
“she’s disrespectful and wont follow the rules”
“he has wrote an anonymous bad review on our recruitment page” but they know its him!
“she doesn’t even say good morning”
“she’s not speaking to her because she didn’t get invited to a meal”
“they have crucified me unfairly on a staff questionnaire”
“he disrupts practice meetings”
“I’m doing more work than her…just because she said she has mental health issues, I shouldn’t be disadvantaged”
Seriously I could write a book!
My advice once we have weighed up the situation is “TALK”
Open a conversation, find an agreeable way forward, or take disciplinary action if necessary.
Just don’t do nothing!
Maybe some people wouldn’t agree with my approach, or may find it difficult, but in my 28 years’ experience, there is only one way to stop or reduce the toxic culture or less than positive attitudes. “TALK”
I’m sure many of us remember being told as children.
“If you’ve got something to say then say it” “share with the class” “Bring it to light” “put your cards on the table” “get it off your chest” “out with it” “clear the air”
Adopt this policy of openness, but always ensure that the team also understand the boundaries and that it isn’t a green light to be rude or disrespectful.
At the core of most conflicts lies the problem, and its usually system or workflow problem. Search for that problem. Improve your systems. Find a happier team.
If I get even a whiff of moaning, negativity or inappropriate gossip, my team know, they will be asked what is going on.
Those that enjoy a toxic culture will not cope with stepping into the light, and likely leave, don’t allow them to remain in the shadows, poisoning your culture and causing misery for fun.