Welcoming New Employees
“Welcome, where the smile never fades, and the joy is contagious.” I want to say that to every new employee who enters the practice. When a new team member starts their first day, the welcome they receive must be genuine.
How can we ensure that a new employee feels as welcome in our practice as possible and is set up for long-term success?
We aim to ensure new hires feel part of our team, culture, and work environment. This can be achieved by encouraging existing team members to welcome them and create opportunities for engagement.
Arrange a mandatory meet-and-greet lunch before the start date to familiarize the new hire with team members. This can assist in making them feel recognized and included. Consider finding an icebreaker game to play, which could also provide insights into existing team members.
The First Day
New employees should be treated with high respect and trust from the beginning, offering them a comprehensive, personalized, and thought-out process. On the first day, give your new employee an office tour and introduce them to the team members in their respective roles. Additionally, they should be shown the area where they will perform their daily tasks and ensure the area is appropriately arranged for their needs and personalized to them.
A customized welcome basket can warmly greet new employees. For a front office team member, include items like pens, highlighters, a stress ball, a candle, and a gift card for a local coffee shop or restaurant. Personalize the basket based on interview notes about favorite colors and hobbies. Engage the team by having them contribute to the basket.
A “Welcome our new team member” sign should also be placed in the reception area to inform patients.
Stay Connected
Connect their “why” to your practice’s purpose. Clearly define their job description and answer any questions they may have. Explain your office culture and values, and assign them a new-hire buddy for support during the first 90 days. Assign them fun responsibilities to contribute to the morning and monthly meetings during this onboarding process, helping them interact with the team.
Routinely check in with them to see how they are doing and if they need clarification on anything. Ask for their input on the strengths and weaknesses in your hiring process and what worked well or didn’t for them. This shows your transparency and willingness to receive feedback and will help their chances of speaking up now and in the future.
Take the time to get to know them, their goals, and what they hope to accomplish with your office. Weekly lunch and learns are a great way to receive this feedback and create a safe environment, making sure to offer them positive feedback.
Make Onboarding a Leadership Priority
Develop the new hire process as a leadership responsibility rather than an HR function. The goal is to create an environment where new employees feel included, engaged, and aligned with the organization’s culture and vision.
An effective onboarding process should ensure that new team members integrate quickly and efficiently and feel like they are part of the team.
About the Author
Erin Andersen, MAADOM
Serving the industry now for 26 years, I started out as an ambitious dental assistant and was quick to learn the ins and outs of dentistry. I grew passionate about systems, and when well-oiled, how successful a dental practice can be. This led me to dive into team leadership and driving individuals’ passions to be the best they can be.
Once I learned this, I learned that when I take care of my team, they care for our patients, and that is what drives my passion to succeed. I currently hold my MAADOM distinction and will be working for my DAADOM.
