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All businesses have a hierarchy, but are the right people in the right roles that utilise their best skills for the company?
By examining your current organisational structure and considering how to optimise it to benefit both your business and your team, you can gain insight into modern practices of human resource management that may help you develop practical structures that will allow you to implement your 'why' and your values within your business.
At The Campbell Clinic, our Team Journey highlights how we all see each other as a group, working together. And so, in the maintenance of such, we have identified five stages within this journey:
The first aspect of HR we must identify is capturing the right audience and recruiting the right people for a growing business.
In an ideal world, you would recruit the 'right' people the first time around. There is a method for this, in which we sell the story of our vision, values, and mission to people who might come and look at our businesses as a place they could see themselves working and that aligns with their values, too.
Fitting values between those who work together leads to a much more harmonious environment when people are aligned in the right direction.
Onboarding is where people understand our values, the expectations for working here, and what they might expect in return.
Once people are onboard, you can identify their areas of enjoyment, skill, and development and then teach and train them to reach the highest level of their capabilities.
Monitoring performance allows you to ensure that everything is running smoothly and that your team is content and progressing within their given areas.
As the business grows, more opportunities arise, and individuals can move into areas of work that are more suited to them and align with their goals.
Download our Company Handbook: At the bottom of this page, you'll find an option to download your copy of The Campbell Clinic's Company Handbook, which includes:
✅ Our Culture and Our History
✅ A Guide to Understanding the Benefits of HR Management
✅ The Campbell Clinic Code of Conduct
Value-based businesses have become incredibly important within dental practice and all aspects of business as more and more people want to work in these environments. A business's vision usually relates to the founder and owner, but the values are the team values negotiated and discussed across the business. These are changeable but should not be changed regularly.
Our values at The Campbell Clinic were created and established together as a team:
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Creating a Value-based Business includes:
It can be exhausting and challenging to ask people to work in an environment that goes against their values. If you get this part right, you will attract people into your business who believe in what you believe and who are aligned with your journey.
"Culture matters. How management chooses to treat its people impacts everything - for better or for worse."
- Simon Sinek
Values embody your culture.
Before anything else, values come first.
Values are important because they guide our beliefs, attitudes, and behaviour.
Without clear, shared values, we wander independently and contradict one another.
1. Lead with your why
Your values are the principles that support your why.
2. Keep them unique
Effective company values should be unique to your company and experience. If you are a 100% profit-driven organisation, embrace that. Use your values to ensure you hire people who think in the same, unique way.
3. Ensure they are simple to understand and remember
There's no point crafting the perfect set of values if nobody in your company can recall them.
4. Keep them measurable, tangible and observable.
Ensure you can establish methods for measuring where your team is on board with them.
5. Write them down so everyone can see them and they're clear.
1. We pasted them BIG and Bold on the wall and published our values on our website.
2. We encourage patients and suppliers to give us feedback about the staff who are committed to embodying them.
3. We discussed our values with each employee within the company to ensure they were fully comprehended.
4. In weekly team meetings, we discuss how, as a company, we have lived up to these values collectively. The more we discuss them, the more we embody them.
5. Utilise employee performance reviews to examine how they have/intend to embody the values in their working practices.
6. Take a happiness score to understand what they like and dislike about their roles here, framed by our values, and look for ways to effect positive change. Values frame how each individual 'feels' about the business and our current direction, and these values frame happiness.
7. Pitch questions related to our values throughout the recruitment/interview process. The candidate's attitude and answers to these are considered during decision-making.
8. We have created a values induction process for new hires that is part of our standard induction process for all employees, regardless of their role. Any new recruits who subsequently come on board understand our company values and what we expect as a values-driven organisation.
To build an organisational structure, we need to consider our business's size, life cycle, goals, and positioning while ensuring our chart represents what the business is trying to achieve.
Often, businesses operate on a flat organisational chart for a while but soon realise that this creates barriers to growth for the business and its employees.
That is why, when building an organisational chart, it is important to consider what the business is trying to achieve so that it has the resources to facilitate this growth.
When building an organisational chart, you should start by creating the roles that support your strategy and then assigning individuals to these roles based on their skill set.
When creating an organisational structure, people are often placed in senior roles because they are good at what they do. But how do we know they can manage a team or a project?
At The Campbell Clinic, our organisational structure gave employees more clarity, helped manage expectations, enabled better decision-making, and provided consistency while assigning responsibility, organising workflow, and ensuring essential tasks were completed on time.
As a leader, delegating is crucial because you can't and shouldn't do everything yourself. Delegating empowers your team, builds trust, assists with professional development, and helps you learn who is best suited to tackle specific organisational tasks and projects.
We assume that delegation is simply passing off work to someone else.
If we assume that delegation is simply passing work to someone else, we fail to acknowledge the strategic aspect of empowering and developing employees. Delegation can be a chance to make workloads more manageable and provide really valuable teaching opportunities for your employees.
1. Choose the right person for the task
Part of being a good leader is understanding your employee's strengths, weaknesses, and preferences.
2. Explain why you are delegating
Provide context for why you're passing on the responsibility.
3. Provide clear instructions
Every good delegator provides basic and important information without micromanaging.
4. Provide resources and training
When you delegate a task, make sure that the person has the tools and skills needed to complete it.
5. Delegate responsibility and authority
Foster an environment and culture where people can make decisions, ask questions, and make mistakes.
6. Review and Feedback
Check the work delegated to employees to ensure it has been completed correctly and provide feedback to improve future task handling.
Delegation is also a great way to try someone's potential without diving straight into promotion. Through delegation, you can also trial employees' skills to backfill the positions that you currently hold.
In a competitive job market, standing out from the crowd as a company people want to work for can be challenging.
So, over the past few years, The Campbell Clinic has focused heavily on what it offers its current and future employees.
A robust staff wellbeing strategy creates a safe and inclusive environment for all and should reduce issues such as employee burnout.
However, wellbeing efforts should focus on prevention rather than treatment.
Five benefits of focusing on wellbeing at work:
We all know we should look after our mental and physical health, so we established The 5 Pillars of Wellbeing as a strategy for implementing positive changes for our employees.
The 5 pillars of wellbeing have helped us focus on specific areas of wellbeing for which we wanted to develop, implement, and review strategies, allowing us to positively change our employees' overall well-being.
Our employee handbook has allowed us to clarify who we are as a company, what we stand for, our values, how we work, and what it takes to be here. It also includes how we look after our staff and the perks and benefits they may receive when working at The Campbell Clinic.
Stating our beliefs into a handbook makes them real and, more importantly, holds us accountable.
People usually associate performance management with the pathway to dismissal. However, a 'Performance Improvement Plan' implies working together to improve performance.
You don't want any of your team to feel unclear about where they stand should they need to improve their performance. For example, our handbook clearly outlines the steps and stages of our performance improvement plan (PIP).
When we assess that an individual team member is having issues, we assume they are not okay and always address the problem with that mindset. Most often, they will have personal issues contributing to their underperformance at work. Once we have established that they are okay, we will review the performance issues raised and work together to get them back on track.
Discuss exactly what the problem is
Discuss clear expectations and the steps required for them to take corrective action
Discuss a timeline for correction
Download your copy of The Campbell Clinic's Company Handbook, which includes:
✅ Our Culture and Our History, painting a comprehensive picture of our identity, guiding new and existing employees on how to align with the company's mission and objectives.
✅ A guide to understanding The Benefits of HR Management, helping you to know how HR management contributes to a supportive, productive, and compliant workplace.
✅ The Campbell Clinic Code of Conduct provides a framework for ethical decision-making and professional behaviour, ensuring a cohesive and respectful workplace culture.
Thank you for reading our Guide!
In conclusion, developing an organisational structure within your dental practice is not about establishing a hierarchy but a structure that supports your business strategy and facilitates growth. You can build a strong presence in the increasingly competitive job market by establishing and advertising your values, delegating tasks effectively, and focusing on what you have to offer to your current and future employees. Remember to regularly assess your strategies, adapt to changes, and strive to improve patient care and experience.
If you have any questions, please just let us know 😀