Dental employers hiring employee sabotage
Dental employers hiring employee sabotage the cause:
The likely cause of employee sabotage, some think their employer has done them wrong.
Reasons why some dental employees sabotage newly hired staff:
- Current employee felt they should have got the job, not the new employee.
- Disgruntle staff members feel unheard and ignored.
- Some feel overlooked and unappreciated.
- Fear new employee may take their job.
- Bitter staff members may thrive on being negative and take pleasure in seeing someone fail.
Dental employers hiring employee sabotage be on the lookout for:
- Signs that current staff members aren’t supporting the new hire.
- Check whether employees are gossiping about the new employee.
- Some employees who don’t like new hires or any change will bad-mouth the employer.
- The new employee may feel fearful of retaliation from other staff members if they say something.
- Takes credit for your work.
- Sets you up by planting things in your head.
- Your gut tells you something is not right about them.
- They’re fake and they put you on the defensive.
- Two-faced and talks behind others backs.
Dental employers hiring employee sabotage and the cost for keeping disgruntled employees.
Employee turnover can cost an average of 6- to 9-months of salary loss, according to some studies. As a dental recruiter who has placed dental employees for over 33 years, the biggest problem is employer denial. Some employers turn a blind eye, fear they will lose their long-term employee that has ran their office for years.
The real cost of losing an employee?
- Time and the cost of advertising, interviewing, screening new employees.
- Loss of productivity; it may take a new employee one year to reach the level of the past employee.
- Employee dis-engagement; employees who see high turnover will continue to look for other jobs.
- New employees are often less adept and take longer to resolve problems.
- Cost for other employees to stop what they’re doing, postpone their duties to train new hire.
Best practice for employer retention of employees:
- Employees need to feel safe to come to you.
- Staff members who feel heard and appreciated are more likely to stay.
- Never assume employees are happy; create a high-feedback environment.
- Act immediately toward disgruntled employees.
- School yourself on proven retention strategies, not guesswork.
- Implement a health benefits program, like (QSEHRA) qualified small employer health reimbursement arrangement.