ORTHODONTIC EXCELLENCE Project

Smooth Integration Following Change Of Ownership! Employee Voice Used To Develop Organisational Culture! Improved Employee Engagement!

Background

By engaging with Clover HR Orthodontic Excellence (OE) achieved the following;

• Improved employee engagement, which boosted productivity amongst teams and supported business growth plans;
• Employee voice created to define business vision, mission and values;
• Improved employee structure to make it proactive rather than reactive;
• People management compliance with UK employment law; and
• Smooth integration following change of ownership.

OE are a private orthodontic practice (dental) based in Solihull and have a team of orthodontic professionals, all of whom are passionate about straightening patients’ teeth and giving them the smile they’ve always dreamed of.

Prior to engaging with Clover HR OE had an office manager who also took responsibility for HR, and when they resigned from position OE looked into outsourcing their HR needs and decided on working with Clover HR.

Business Challenges:

• No qualified expertise in HR;
• A number of organisational challenges;
• Clinical and reception team disjointed affecting morale and engagement;
• Organisational culture not aligned to support growth plans; and
• Employee handbook not aligned to company culture;

The Solution

The management team at OE were aware of a disjoint between the clinical and reception teams. Clover HR conducted an employee survey of the two teams and were able to identify that neither team understood the requirements of the others role. In addition, each team had a separate line manager, which meant that the teams each had a different focus and drive. Clover HR worked with OE to restructure the organisation, so that there was one manager across clinical and reception employees, and combined both roles into one. The new structure has been working well within OE, communication between teams is a lot better and there have been no issues raised in regard to the team working.

OE changed ownership in December 2019, and Clover HR supported the integration, moving OE to a Limited company, which also required an element of TUPE. As part of this change management programme OE wanted to change the culture mindset of employees. As well as conducting consultations and communicating with employees about the changes required in the business, Clover HR delivered a training session to employees about the need for change, and also to get the employees involved in creating the business vision, mission and values. This involved getting employees to think about how they should act whilst at work, how customers perceive OE and what that should be. As part of the culture drive Clover HR supported OE to develop their employer brand via social media and asked employees to post online about what it is like working for OE.

In addition, Clover HR revamped the employee handbook to align to the company’s culture to ensure it was in line with the company brand, interactive for employees and easy to read, providing practical help for employees.

If you would like to know more about Clover HR or have any people management matters you would like to discuss please contact us on 0121 516 0299 or email us at info@cloverhr.co.uk