Questions and Answers about Heartland Dental, LLC

Here's what people have asked and answered about working for and interviewing at Heartland Dental, LLC.

View all 64 questions about Heartland Dental, LLC

What would you suggest Heartland Dental, LLC management do to prevent others from leaving?

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10 answers

Remove some of the people between the employees running your practices and give them direct lines to corporate so when things are wrong they are not waiting 1-2 months for a RMO with a territory double most RMO’s to come deal with the issues. Stop all the false promises, and quit letting management fire people because they are intimidated by them. Actually care about the employees as much as you want them to care about the patients, because when your doctors come & go your employees are there trying to hold the practice together. Trying to help a new doctor be profitable. Trying to help the patients adjust to new faces, new thoughts for treatment and so forth. The doctor allows us to be to give treatment, but when they leave it’s the staff that has to adjust and change, and be the glue of the practice.

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Teach the staff good communication and confrontations skills. Continuing Education in active listening benefits everyone in all areas of life especially their coworkers and patients . No gossip policy .

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Easton office , get rid of the manager ! She is the one reason all the assistants quit.

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Stop lying!!! They always talk about supporting employees, so not true. They say if you see something say something, but they turn a blind eye to whatever you bring to their attention. Upon trying to blow the whistle on felonious activity, some people didn't even know what dept. or person to transfer me to. Then when I got her, she was so uninterested and aloof. Nothing was done and the employee I complained about retaliated against me, and I left. They are supposed to have policies against these things. Assistants have to learn to do almost everything, even some front desk stuff (which I don't care for), but everyone else only has their one job to perform. They also infringe on your personal time a lot with weekend trainings and staying late to make phone calls. And they want it all without overtime, talk about cracking the whip!

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10
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Try to keep the loyal, hard workers who want to learn and grow in focus. Stop failing to advance those who deserve it...position training doesn't take 6 months.

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Watch your POM more closely, they are in charge but no one holds them accountable.
A lot of facebook usage and smoking out the back door.

Answered - Dental Assistant (Former Employee) - Effingham, IL

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Support your team. Don't sugar coat mistakes but also don't be attacking or demeaning. Coach them through. ( which you're doing now)

Answered - Business Assistant (Current Employee) - Oklahoma

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Listen to the people who work there when they have concerns.dont just brush them off. i.e. equipment is broken and i was told it wont be fixed until "the numbers imrove". we do our best every day, we continue to have a revolving door of doctors coming and going, so that affects us, but it is beyond our control

Answered - Dental Hygienist (Current Employee) - Harrisburg PA

9
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Better work life balance and start recognizing people for what they are at all times not just when management is around. Eliminate the empty promises and the drama.

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7
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Better work schedule, pay employees based on their experience and job skill level. Provide better work incentives.

Answered - Dental Assistant (Current Employee) - Manassas, VA

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