Two Ways to Solve Your Staff Issues Today By: Jerry A. Jones, CEO, Media Group Corp.

It’s no surprise we focus most of our time in good areas, either because we’ve always done so, or we just don’t want to look at anything else.

What’s your least favorite part about your business? It’s safe to say, here is where we find the most work needed and the Achilles’ heel of your practice. Left unattended, it will eventually be the demise of success.

For most, staff management is one of the top five least favorites. Why? Because most of us don’t like having, or know how, to put our foot down, say no, or ask an employee to leave. It’s tough, but so is business!

Not long ago I opened my door to doctors’ business questions, and was overwhelmed with docs asking me to explain the “right” way to get rid of bad employees and find good ones. I’ll cut to the chase–use the “Swift Sword,” as business coach Lee Milteer says. Make decisions as if you don’t do it now, it’ll cost you $10,000 tomorrow (this has actually happened to me).

One thing is certain–you’re in business to make money, so you need to act accordingly! What do I mean by that? Many believe it’s best to hire slow and fire fast. They’ve only got it half right!

I’ve talked with many practices that are short on staff because they’re waiting to interview the “right” employee. Some waste months of time interviewing and catering to people they’d never let in their office.

More often than not, the “right” one appears after a month or two of looking, and turns into the “wrong” one when put to work. Doctors and business owners alike fall into the trap of keeping the “wrong” employee for months because they think they’ll eventually catch on and change.

It’s led to this conclusion: HIRE fast and FIRE fast!

Hiring is much like mining for gold – the more rubble you sift through the faster you’ll find the priceless reward. If someone doesn’t cut it, give him/her only one or two warnings and then cut him/her loose. Use the Swift Sword!

When you lose an employee, get another one in right away! Don’t wait for the “right” one to come along.

1. Use a Temp Agency to maximize your exposure to as many employees as possible. More or less, it’s like trying people out to see how they work with your practice.

If you begin to like the work ethics one shows, bring them back the next day. If you still like them, hire them! Don’t wait too long, or you’ll lose them to another practice or business (I’ve lost too many this way).

Warning: If they don’t catch on within two weeks, tops, cut them loose with your Swift Sword, and find another one. It’s a game of numbers–eventually you’ll get that golden nugget!

2. Put aggressive postings on Monster.com. Be specific in what you want and what you DON’T want. I’ve worked Monster.com down to a science and have found if you’re not offending someone with your posting you’re not doing it right.

If you beat around the bush, you’ll be flooded with résumés (remember Monster.com is available to the world, so we’re talking 100+ résumés per posting). By letting the world know who you won’t hire, it will automatically weed the really bad ones out. You’ll find some very exciting and motivated people this way.

I’ve hired several employees from Monster.com and one has grown to be my top account executive. Another is right behind him!

Remember, use the Swift Sword in your business decisions – hire fast and fire fast!

Jerry A. Jones is a speaker, author, dental practice marketing and advertising expert, and dental business coach. His company, Media Group, focuses on “Putting Paying Patients In Your Chairs.” He recently opened his door to current clients, coaching them to add $5K to $15K net income per month and take an extra day off per week. Visit PersonalDentalCoach.com or MediaGroupCorp.com for more information.