On this episode of the GrowOrtho Podcast, hosts Zach Dykes and Dr. Brice Gilliam dive into one of the most challenging aspects of running an orthodontic practice: identifying and managing negative team dynamics. Together, they share actionable advice for tackling the problem of “bad apples” within a team—insights that can help improve workplace culture and drive practice success. Tune in to this eye-opening episode and learn strategies to enhance your team’s cohesion and productivity.

Spotting The “Bad Apples” In Your Team

Negative dynamics within a team can harm morale, productivity, and patient experience. Dr. Brice emphasizes that identifying and addressing “bad apples” is a necessary, albeit difficult, task for leaders. Here are some behaviors to watch for:

Frequent Complaints: Chronic complainers who resist change or focus on gossip create a toxic atmosphere.
Declining Work Ethic: Monitor performance metrics. A sudden drop in productivity, lack of initiative, or repeated tardiness signals deeper issues.
Conflicts with Team Members: If one individual seems to have ongoing conflicts with multiple team members, they may be contributing to friction.
Disrespect Toward Leadership: Pay attention to how staff interact with supervisors and colleagues in leadership roles. Disrespect undermines authority and disrupts teamwork.

Dr. Brice recommends paying attention to your gut feelings about a team member. If their presence consistently creates tension or discomfort, it may indicate a deeper problem.

Steps To Address And Correct Negative Behaviors

Once you’ve identified problematic behaviors, swift and deliberate action is essential. Dr. Brice outlines a five-step process to address these issues effectively:

Document Everything: Keep detailed records of behaviors and incidents. This documentation provides clarity and prevents misunderstandings.
Provide Immediate Feedback: Address issues as they arise to prevent resentment and give team members the opportunity to correct their behavior in real time.
Set Clear Expectations: Clearly communicate what you expect from your staff. Consistent messaging helps reduce confusion and establishes accountability.
Monitor Progress: Regularly evaluate whether the team member is improving. Celebrate small wins but remain vigilant for recurring issues.
Make Tough Decisions: If all else fails, be prepared to let problematic team members go. Prioritizing the overall morale and productivity of your team is vital for long-term success.

Fostering A Positive Team Culture

Prevention is just as important as addressing existing issues. Here’s how leaders can create a culture that discourages negative behaviors:

Reinforce Positive Behaviors: Publicly praise employees for their contributions while offering constructive feedback privately. Positive reinforcement fosters a sense of value and motivation.
Listen to Feedback: Actively seek input from staff and patients. Their perspectives often reveal issues that might not be visible to leadership.
Maintain Consistent Standards: Hold all team members accountable to the same standards. Avoiding favoritism reinforces fairness and encourages adherence to rules.
Protect Leadership: Ensure respect for all leadership roles, not just the doctors. Office managers and department leads play a crucial role in the practice’s success.

When To Take Action

Dealing with team members who exhibit minor infractions, such as occasional tardiness, can be tricky. Dr. Brice suggests addressing these “small bruises” early, before they escalate into larger issues. He advises leaders to have private conversations with these team members to set expectations and outline steps for improvement. If the behavior persists, it may be necessary to make difficult decisions to protect the team’s overall wellbeing.

The Ripple Effect Of Leadership Decisions

Both Zach and Dr. Brice emphasize the broader impact of addressing negative behaviors. When leaders take a firm but fair stance, it sends a clear message to the rest of the team: the practice values professionalism and mutual respect. Conversely, failing to address bad behavior can lead to a decline in team morale and a culture of complacency.

By addressing issues head-on and fostering a supportive environment, leaders can cultivate a team that thrives on collaboration and shared success. As Dr. Brice aptly put it, “No one person is bigger than the goal of the practice.”

Take Action Today

If you’re ready to improve your team dynamics and create a healthier work environment, take the first step by applying these strategies in your practice. Address issues promptly, reinforce positive behaviors, and lead with clarity and consistency. Your team—and your patients—will thank you.

For more actionable tips and insights, listen to the full episode of the GrowOrtho Podcast. Let us know your thoughts and questions, and join us in building thriving orthodontic practices that benefit everyone involved.

The post Bad Apples Holding Your Orthodontic Practice Back? Act Now! appeared first on HIP Creative.

gossip in the workplace

Bad Apples Holding Your Orthodontic Practice Back? Act Now!