Dentaltown June 2021 - 65

like " progressive corrective discipline " and
standardized " corrective action plans " to
both give employers the fl exibility they
needed when addressing behavioral and
performance issues with their employees,
and to build protections for their businesses
that simply didn't exist in other formats.
This type of ongoing effort makes it
easier for you to guide your employees to
improve their behavior or performance as
needed, and also incorporates methodical
documentation of your escalating attempts
to help employees up to the point of
termination, which then helps to minimize
your practice's legal risks. To help you wield
this powerful tool, here's a primer about
why you need a corrective action program
like PCC and how best to implement it
for your practice.
A consistent process for
feedback and guidance
All corrective actions-from informal
verbal reprimands and admonishing
comments to written warnings-need to
be documented in one form or another.
Keeping careful records of your efforts
to address problem behaviors with employees
demonstrates that you have given an
employee multiple opportunities to correct
the issue at hand. Your notes also serve as
a reminder to you when it comes time to
make tough decisions. And, should you
need to terminate employment because
of those issues, you'll have historical
evidence of just cause, the specifi c reason(s)
for ending the relationship should you
need it, and proof that the termination
wasn't an illegal act of discrimination
or retaliation.
In addition, the step-by-step process
allows management to communicate
expectations and corrective actions calmly
and consistently over time, while providing
employees with multiple opportunities
for improvement. Providing regular,
ongoing feedback instills confi dence that
you're doing right by your practice and
your employees, while your efforts to
consistently document those corrections
build legal protections for your practice
along the way.
As a situation escalates,
take another step
Progressive corrective coaching
involves communicating clear, fair, jobrelated
expectations to your employees
and ensuring that all corrective actions
you issue are documented. Keep in mind
that verbal and written warnings can
carry the same weight, and every step
in the process need not be completed in
the exact order I'm about to describe. In
fact, some employee behaviors might be
so egregious that they warrant immediate
termination or fi nal written warnings. Still,
this framework is helpful for addressing
employee issues that may arise at your
practice at any given time.
expectations.
STEP 1
Set clear
Before employees
can meet your expectations-and
before
you can hold them
accountable for their
performance and behavior-they must
fi rst know what your expectations for them
are. Still, other common corrective action
plans tend to skip this all-important step.
Make sure you have professionally
drafted job descriptions and a compliant
and well-written employee handbook in
place that clearly outline the behaviors and
tasks expected for each role within your
practice. Remember, it takes specialized
knowledge to write policies. You'll also
want to ensure that your employees have
signed both documents to indicate they
have read and understood them.
Whenever you choose to administer a
corrective action, review your expectations
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Dentaltown June 2021

Table of Contents for the Digital Edition of Dentaltown June 2021

Dentaltown June 2021 - Intro
Dentaltown June 2021 - Cover1
Dentaltown June 2021 - Cover2
Dentaltown June 2021 - 1
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