Performance reviews are one of the most underused leadership tools in dentistry.
Done poorly, they’re dreaded, awkward, and ineffective.
Done right, they build trust, clarity, and momentum.
The difference? It’s not the format. It’s the leader.
In a small practice, reviews aren’t just about performance—they’re about relationships. Your team wants to know:
“Do you see me? Do you believe in me? Can I grow here?”
Here’s how to lead review conversations in a way that builds trust and strengthens your team—without losing the heart of your practice.
1. Go In With the Right Goal
The best reviews aren’t about scoring performance. They’re about coaching and clarity.
If your team leaves the conversation confused, discouraged, or defensive, you’ve missed the mark.
Your mindset:
✅ “How can I help this person grow?”
✅ “What’s working—and what’s getting in their way?”
✅ “How can we win together?”
A review isn’t a grade. It’s a conversation.
2. Create a Safe Space for Honesty
If people feel judged or blindsided, they’ll shut down. But if they feel safe, they’ll open up—and that’s when the real progress begins.
How to build that trust:
- Open with appreciation
- Make it clear you’re in their corner
- Ask, “How are you feeling about your role right now?”
When someone feels safe, they’ll be honest—and honesty is where growth starts.
3. Be Clear, Not Harsh
One of the biggest mistakes leaders make is dancing around tough feedback to avoid discomfort. The result? Confusion, resentment, or zero change.
Your move:
- Be specific about what’s working—and what’s not
- Share examples, not just impressions
- Speak with clarity and care
Remember: Clear is kind. Vague is not.
4. Ask Questions, Don’t Just Talk
Great leaders don’t just give feedback. They invite it.
Try asking:
- “What’s one part of your job you wish you had more support with?”
- “What would help you grow in the next 90 days?”
- “How can I be a better leader for you?”
These moments make team members feel seen—and turn reviews into two-way conversations.
5. Leave With a Plan (Not Just a Talk)
Even a great conversation can fall flat if there’s no follow-through.
End the review with:
✅ 2–3 clear goals or focus areas
✅ Agreements on what success looks like
✅ A timeline for check-ins or support
Pro tip: Write it down and revisit it—trust is built in the follow-through.
Leadership Is Earned in Moments Like This
Your team doesn’t need a perfect leader.
But they do need a present one. A leader who listens, gives honest feedback, and believes in their potential.
If you can show up that way during reviews, you won’t just improve performance.
You’ll build a team that feels safe, seen, and excited to grow with you.
At Dentist Partner Pros, we help practice owners lead with clarity and confidence—especially when it matters most.
Want support to lead your team with more trust and clarity?
👉 Book a free strategy call with our team today.
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