The Review Is Scheduled…Now What? Five Ways to Prepare for a Meaningful Employee Review

You thought applying for the job and making it through the interview process was the big step. But your employment journey doesn’t end when you accept the position. A successful and fulfilling career has checkpoints along the way, and one of those important moments is the employee review.

For many dental professionals, seeing a review scheduled on the calendar can create a little anxiety. Your stomach may drop, your mind may start replaying every mistake you have made over the past year, and you may wonder, “What are they going to say about me?” But an employee review does not have to be an event you simply survive. Instead, it can be an opportunity for reflection, growth, and creating a partnership with your employer for the next chapter of your career.

Whether your review is conducted by the practice owner, an office manager, or a clinical lead, it is helpful to understand who will be guiding the conversation and what role they play in your professional development. Once you know who is sitting on the other side of the table, there are a few ways to prepare for a meaningful and productive discussion. Let’s look at what I consider the five key points.

1. What Are Your Big Wins?

Before you walk into your review, take time to reflect on your accomplishments since your last review or since joining the practice. For many people, this can be difficult. As humans, we are often wired to focus on what is wrong before we recognize what is right.

Your wins do not have to be grand achievements. Sometimes the small improvements make the biggest impact. Write them down and come prepared to share them.

Consider examples such as:

• Acquiring new skills, certifications, or continuing education.
• Becoming the go-to person for training new team members.
• Taking on additional responsibilities, such as becoming the infection control coordinator.
• Improving your efficiency, organization, or time management.
• Receiving positive feedback from patients or fellow team members.

Remember, your employer sees a lot, but they do not see everything. This is your opportunity to advocate for yourself and share the value you bring to the practice.

2. Come With an Open Mind

Let’s be honest—this may be the hardest part.

Nobody is perfect. Every single one of us, whether we have been practicing for six months or thirty years, has areas where we can improve. The key is to stop viewing these areas as weaknesses and instead view them as growth points.

These growth points may be related to your clinical skills, communication style, time management, or interpersonal relationships—all of which contribute to creating an exceptional patient experience.

It is also important to remember that the person conducting your review may be just as uncomfortable as you are. Just like you have had to find the right words and tone when discussing a difficult diagnosis or oral health concern with a patient, they may be carefully trying to communicate feedback in a way that is constructive and helpful.

Instead of becoming defensive or feeling personally attacked, become curious.

Ask questions like:

• “Can you provide me with an example?”
• “What would improvement look like to you?”
• “Are there resources or training opportunities that could help me improve in this area?”

Think about how you approach a patient who has struggled with improving their oral health. Do you think they are a failure? Of course not. You identify one or two areas where they can make changes, provide guidance and education, and support them throughout the process.

Your own professional growth is no different. The feedback you receive does not define you—it provides you with an opportunity to become even better.

3. What Are Your Growth Points?

While the office may identify areas where they would like to see improvement, the most successful employees take ownership of their own growth.

Ask yourself: “What is the next chapter of my career?”

Remaining stagnant in any profession can lead to frustration and burnout. Consider what skills, responsibilities, or opportunities would energize you.

Would you like to learn new technology, obtain additional certifications, become more involved with patient education, take on leadership responsibilities, or perhaps manage the office social media? Maybe your career goals include moving beyond direct patient care into education, sales, management, or another area of dentistry.

Share your goals with your employer. They cannot support a vision they do not know you have.

4. Identify Growth Opportunities for the Practice

An employee review should not only be about how the practice can help you grow—it should also be a conversation about how you can help the practice grow.

This is your opportunity to bring forward ideas and demonstrate that you are invested in the success of the entire team.

Perhaps you have identified a new periodontal protocol, an opportunity to improve patient education, a way to increase office efficiency, or a need for better clinical calibration among team members.

Great dental teams are built when everyone feels empowered to contribute ideas that improve patient care and strengthen the practice.

5. Implement and Follow Up

The employee review does not end when you walk out of the office.

Take your own notes. Do not rely solely on the office to document the conversation. Be an active participant and create your own action plan.

The first step may simply be taking time to reflect on the discussion and identifying the next best steps. What changes can you implement? What additional support or resources do you need?

If a follow-up meeting is not offered, consider requesting one in 30, 60, or 90 days. It does not need to be a lengthy meeting. Sometimes 15 minutes is enough to discuss what strategies you have implemented, what improvements you have noticed, and what additional support may be needed.

Taking ownership of your growth is one of the most powerful things you can do for your career.

A Final Note About the Bottom LineConclusion

Of course, one of the most anticipated topics during an employee review may be compensation. Salary adjustments, benefits, and professional value are important conversations. However, before discussing compensation, it is essential to understand the full picture of what you bring to the practice: your contributions, your growth, your commitment to the team, and the value you provide to patient care.

Compensation is a conversation worthy of its own discussion. Understanding how to advocate for your professional value and navigate salary conversations thoughtfully is a topic I look forward to exploring in a future article.