Followership – The Lesser Known Side of Leadership.

Leadership has been the team building buzzword for the past 10 years and now Followership is about to take its place.

Never heard of it? Well it’s about to become the next big thing. Today on the Blue Glove Jobs Blog, we’re giving you an overview of Followership. What actually is it? Why is it important and why you need to embrace it in your workplace.

What actually is Followership?

Followership is a pretty straightforward concept.  Most simply, it is the ability to take direction well. It is the ability to get in line behind a program or task, to be part of a team and to deliver on what is expected of you. Followership is just as important as leadership if you want your organisation to run like a well-oiled machine. Followership may have taken the backseat to leadership but now it’s Followerships time to shine.

followership-leadership-recruitmentWhy is Followership is important?

People don’t like being told that they are ‘good at following’. It has this unannounced stigma whereby people think they’re not able to take charge. People don’t like having the reputation of being a follower, everyone wants to be a leader. We understand that being called a ‘follower’ might not sit well with you if  you are going for a top role. Surely the person at the top needs to be a leader, right?

Wrong.  You simply cannot adopt more responsible leadership positions without demonstrating an ability to follow and function effectively in a group.


Why should you embrace it in the workplace?

Embracing Followership into the workplace is good for business.

If your organisation has a poor Followership,  problems manifest themselves in a poor work ethic, bad morale, distraction from goals, unsatisfied customers, lost opportunities, high costs, product quality issues and weak competitiveness.  Having staff who are good followers isn’t a bad trait. Good, skilled followers are able to nurture good leadership, by invisibly helping keep a novice leader upright and on track.  A skilled follower helps an inexperienced leader to shine. As the leader grows in skill, he or she is then able to help the followers to shine. Resulting in your workplace and it’s staff becoming that well-oiled machine we all hope for.

Followership will always be the kid sister of leadership but there are no leaders without followers. It is hard to achieve success with those who can’t follow.  It is true that an organisation is only as good as its leaders but it is also only as good as its followers.

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Mental Health and Your Employees.

Mental health is just as important as physical health.

A recent report found that 73 million working days are lost each year due to stress, depression and other mental health conditions but many employers still not take mental health as seriously as physical health. Today on the Blue Glove Jobs, we are looking at why it’s so important for employers to prioritise mental health. We’ll also take a look at how to approach the subject with staff.

Mental health is important.

We’ve all had to send a member of staff home because they’ve been unwell. We’ve all answered telephone calls of ‘I’m sorry I won’t be in today, I’m really not feeling well’. We’re sympathetic, because we’ve all been there. We’ve all been physically unwell at some point in our lives. But not all of us have experienced poor mental health. Mental health is still a bit of a taboo topic. While more and more people are beginning to open up about their struggles, it’s still a topic that some try to brush under the carpet. If a member of your staff called up in the morning and said: ‘sorry, I don’t think I’ll make it in today, I’m not in a good space mentally’ – what would you say?

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It’s important for employers to prioritise mental health.

People with mental health problems often don’t open up about their problems for fear of being shunned. Many will force their way into work despite not feeling mentally well. If you’re a manager you must make the effort to prioritise emotional health, as much as you do physical health. If you don’t prioritise mental health, you could end up with staff on long-term sick leave, or staff who quit.

Spotting the signs of poor mental health in the workplace.

Mental health problems manifest differently in different people. Some of the signs to look out for may be:

  • changes in usual behaviour and mood or how they interact with colleagues
  • changes in the standard of their work or focus on tasks
  • appearing tired, anxious or withdrawn and reduced interest in tasks they previously enjoyed
  • changes in appetite and/or increase in smoking and drinking (this one can be hard to monitor)
  • increase in sickness absence and/or turning up late to work.

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How to approach the subject with your staff.

Not all your staff will struggle with their mental health, but it’s important to reassure them that they can approach you if they’re struggling. Approaching the subject can be tricky, but more often than not,  your employees will be grateful that you are concerned about their well-being. The ‘I’ll let them come to me about their problems’ approach won’t always work. Many people who struggle mentally, do not want to open up about their problems and will often hide it away. Make a point of asking your staff how they are doing during development meetings or one-to-ones. Or, if you notice any of the symptoms above, have a chat with them alone, and check how they are doing. It could be nothing, but it might be something, and we’re certain that they’ll be grateful for your help.

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Poor Management Skills Are Causing Your Staff to Leave

It is estimated that over 50% of the UK workforce will look for a new job in 2019.

‘Why is that?’ we hear you ask. Well, if we’re being completely honest, it might be down to your poor management skills. Today on the Blue Glove Jobs blog, we’re looking at why your actions may be the reason for your staff members leaving and what you can do to prevent it.

Face it, your staff aren’t going to stick around forever.

It’s unusual nowadays for a worker to stick around in the same organisation for years. You don’t see the 5/10/15+ year awards presented by companies as often as you used to. That’s because the average employee stays with a company for 4.6 years. People’s interests change. Some people just fancy a change of career. Others will leave to pursue their own business dreams or to start a family. Your staff aren’t going to stick around forever and that’s just the way the cookie crumbles.

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Staff Don’t Leave Jobs, They Leave Managers.

This is something we recently discussed on Blue Glove Jobs. You can read that post here: BGJ Blog “Staff Don’t Leave Jobs, They Leave Managers”.

We would tell you to try not to take offence to this but we understand that it can be hurtful. If you think you were a good manager, fair and offered great opportunities to staff, and then they leave, it’s easy to feel a bit hurt. You have to remember that that’s YOUR opinion of you. You might think you are a great manager, but in reality, you do probably have some flaws too. What your employees think of you is a completely different ball game altogether.

Your Poor Management Skills Are Causing Staff to Leave.

The one factor that let’s most ‘managers’ down is their management skills which is a bit ironic, really. The number one reason for employees leaving is poor management and poor management practices can have a significantly damaging impact on employee morale, engagement, productivity and job satisfaction. If you can’t manage a team effectively, don’t be surprised if it starts to fall to pieces.

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Other than Poor Management Skills, What Else Causes Your Staff To Hand in Their Notice?

Alongside poor management practices, other common factors that employees say caused them to quit their jobs are: bullying, micro-management and feeling trapped or under pressure stay. Others reported aggressive and threatening behaviour from their managers during recent employment. Unsurprisingly, pay is a big factor why people leave jobs, too. So, if you’re expecting too much but paying too little, you should expect your staff to leave too.


Have you quit your job before? What caused you to hand in your notice? 

Let us know in the comments! If you’re in need of a new job in the dental industry, hit the image below to begin your search.

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Kevin Rose – Guest Blog: “Leadership, Marketing, Business Issues & The Things That Keep You Awake At Night.”

Are Problems Within Your Dental Business Keeping You Awake At Night?

Today on the Blue Glove Jobs Blog, Kevin Rose of Rose & Co. is our guest writer. In this guest blog, Kevin shares his insights into taking control of the problems within your business. He discusses how to diagnose them and how to tackle them effectively to ensure your dental business is as successful as possible.


Solving Issues in Your Dental Business.

When I first started talking to and working with dentists 10 years ago, one of the common behaviours that I noticed is that practice owners tend to run their businesses like they treat their patients. Dentists are inclined to diagnose and fix the problem there and then. As a dentist, fundamentally it is your training, experience, knowledge and the detailed information available to you, that allows you to firstly diagnose and then fix the problem.

Now think about how you typically solve issues in your dental business. If you are doing so without the information that allows you to make a diagnosis, then of course you may get lucky and solve that issue. However, that strategy is potentially as dangerous as treating your patients with your eyes closed!

  • Your team are ignoring your vision?…spell it out yet again.
  • Gaps in your book?…jump in and do some marketing.
  • Need to change the behaviours of your team?…tell them what do and cross your fingers.
  • Losing your best staff?…stick another 50p an hour on their pay.

The typical list of issues that dental practice owners face goes on and on. In my experience that list hasn’t really changed much in 10 years. If your list of ongoing issues isn’t changing that much either, then perhaps it’s time to look at it from a new perspective?

Before taking action, make a proper diagnosis.  

Those that do discover how to fix the things that once kept them awake at night, haven’t done so without first making a proper diagnosis and that ability to diagnose comes from recognising the importance of stepping back and looking at the issue from different angles.

So, how can you do that? Well, training and getting the right information are one thing but experience and knowledge are time earned. That is why it is worth talking things through with somebody that has the necessary width of perspective and depth of experience to test your thinking, and to contribute towards you making better decisions.

Think about it for a moment, there probably is a business decision that you made recently, that could have been made better. Would it have worked out better if you had had the time and the ability to look at it from different angles?



 Get Insights.

I can’t promise that all of the leadership, marketing and business issues that keep you awake at night will go away forever. However, I do know from direct experience of working with dental practice owners, that there are some fundamentally different ways that those dentists who sleep easily at night are thinking, looking and diagnosing their business issues. It is these perspectives from which you will get insights, and from insight comes new thinking and from new thinking, better business decisions.

Sign up for the “Get Insights” CPD event.

Rose & Co. are hosting a full day “Get Insights” event in London in March 2019. The CPD event will benefit practice owners or any member of a dental team that would benefit from learning about the success of others, how they do it, what motivates them and how they just keep on going.

‘Get Insights’ will host five guest speakers who will help you get insights that will change the way that you think about your own dental business. They’ll discuss the ways that will keep you ahead of your competitors by owning, managing and leading a successful dental business.

You can find out more about the Get Insights event and sign up here:

Get Insights


You can also connect with Rose & Co. on social media here:

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Alternatives To Another Boring Staff Christmas Lunch

Turkey lunch? We’ll pass, thanks.

Christmas is fast approaching. It’s the time of the year when offices are shutting early to go for a Christmas lunch or Christmas night out. We suspect you’ve organised the usual, either a turkey lunch with a few drinks after, or a boring three course dinner followed by your boss getting too drunk and you getting a kebab on the way home.

Today on the Blue Glove Jobs blog, we’re looking at alternatives to the traditional staff Christmas gatherings. Take a look…


Escape Rooms.

Nothing screams Christmas like trying to solve a series of puzzles and riddles using logic, hints and strategy to complete the objectives. Players are given a set time limit to unveil the secret plot which is hidden within the escape rooms. They’re surprisingly challenging, but a lot of fun! It’s always interesting to find out who is the most competitive in the team!

Cocktail Making.

It’s becoming more and more popular, with most modern bars offering cocktail-making lessons for groups. Get behind the bar with your colleagues and see who is the master mixologist. It’s a great laugh and is usually accompanied by nibbles or a buffet put on by the bar. Most cocktail masterclasses see participants making up to 4 cocktails – usually old classics that you’d recognise!


Smartphone Pub Quiz.

Gone are the days of snatching the answer sheet from your mates and knocking over pints in the process. Smartphone quizzes are the new way to do the pub quiz. Smart Quizzing apps prohibit cheating, and all you need to do is tap the screen to enter your answer. Surely between you all, you could manage a decent score! It’s a cheap alternative to an expensive night out, and it’s guaranteed fun! Find your local smartphone pub quiz by clicking here.

Have an in-house pot luck Christmas dinner.

Christmas is a really expensive time of year. Keeping your Christmas lunch or night out low key doesn’t mean you need to compromise on fun. Host a pot luck Christmas dinner where you work to keep the costs down and means everyone can attend. It can be a turkey-free zone if you want! Find out who in the team is a Masterchef and find out who should stick to calling Dominos. All everyone needs to do is bring a dish of food – a sweet or savoury dish for everyone to share. BYOB means you can drink what you like and not pay extortionate prices either! Keeping it in the workplace means that everyone is also able to attend and won’t have to travel out of their way to go.



Go Crazy for Crazy Golf.

More and more ‘urban crazy golf’ venues are popping up across the UK, mostly in bigger cities such as Glasgow, London, Birmingham & Manchester. Usually accompanied by indie music, street food stands after every few holes and twisted cocktails, crazy golf makes for a fun day/night out for all ages. Tipsy crazy golf? Harder than it sounds. There’s usually digital scoring too, so there is no cheating either!


Will you be opting for an alternative Christmas Party this year with your colleagues? We’re pretty much over the turkey lunches at this point – we’ll take some cocktail making or crazy golf over that any day!

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millennials, recruiting millennials, millennial recruitment

Team Building is an Outdated Concept – Here’s Why.

Team Building. Making staff’s skin crawl since forever.

Team building. Some people love it, but most people hate it. From simple, internal team-building activities to expensive weekends away, companies have been spending time and money on team building for years. And we’re here today on the Blue Glove Jobs Blog to tell you why it’s a waste of money and that it’s an outdated concept.

In case you didn’t already know, your employees HATE team-building.

And no, they’re not just being difficult. We live in a nation full of good sports. It’s just that team building? Well, it’s a bit of an outdated concept. It’s uncomfortable, often awkward and unrewarding. A recent survey showed that almost 70% of people found team-building activities embarrassing. Staff members that are younger – 25 and under- are the least likely to want to take part in these exercises, with around 1/3 of them saying they would rather phone in sick than participate (dramatic but understandable).

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Team building should start in the recruitment process – not at a high ropes course or on a campsite.

It’s in the name. Your HR team should be building a team from the very beginning of the recruitment process. Candidates should be selected so carefully that your team gels from the get go. That is how you create a powerful team. Build a team that is adaptable, motivated and able to face challenges head on.  Powerful teams are not created by zip-lining through forests on a Tuesday afternoon or on camping weekenders. They’re created by HR teams that can see potential in people and cohesiveness in teams. Sorry, but it’s true.

Effective alternatives – tried and tested.

Just because traditional ‘team-building’ is slated by workers, doesn’t mean your team can’t grow together. Some effective alternatives to trust exercises, bungee jumping and raft building (that employees ACTUALLY ENJOY) are as follows:

  • Having the opportunity to collaborate with different workers on projects.
  • Creating a space for staff to mingle with other staff.
  • Doing volunteer work together as a team to benefit other people/charities
  • A lunch time edition of Come Dine With Me – Staff Edition (find out who you really can trust!!).
  • Flexible working spaces – not having a fixed desk/workspace all of the time.

The future of team building – is there one?

Often companies can feel pressure to offer team building activities. It’s been part of corporate culture for so long now, that it seems unusual to break the cycle. It’s an outdated concept. It’s expensive if your employees don’t feel the benefit. You could be spending that money elsewhere to improve. It is totally dependent on the organisation and staff – it might work for some, it doesn’t work for others. Ultimately, to achieve better teamwork, businesses need to get the basics right first. Employers need to focus on how their employees work day-to-day, and give staff the tools they need to be able to do their job best. Then, naturally, good team work should follow.


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The Most Sought After Work Perks In The UK.

Ahhh, work perks.

You either have them, or you don’t. Some companies have fantastic work perks, the ones you see in viral listicles about ‘the coolest places to work’ usually with Innocent drinks and Google appearing in said listicles. More and more pressure is being put on employers to provide these ‘work-perks’ which are said to boost employee morale and attractiveness of a company.

Today, we’re looking at the most desired work-perks, and if they really matter in the workplace.

What even is a work perk?

Simply, a work perk is a ‘perk’ that is put in place by management in recognition of your hard work within the organisation. It can be simple things like a longer lunch break, or being able to wear what you like to work. Or it could be a bigger perk such as being able to choose your own working hours or getting a pay rise. However, they’re not as simple to manage as they may seem, and can cause problems in an organisation.  What you might think is a perk of the job might be someone’s idea of a nightmare. You might love casual Fridays but Helen on reception might hate them. Steve might think company cars are great but everyone else in the office can’t be bothered tracking the milage.

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What are the most sought-after work perks in the UK?

Unsurprisingly, coming in at the top spot is additional holidays and leave from the workplace. This is closely followed by flexible working hours – again unsurprising that this is so high up the list. More and more people want flexible working hours to fit around their lifestyles, for example if they have children, or if they want to sync their days off with their partner’s shifts etc. Coming in at third place is a company car or compensation for travel expenses.  The least desired work perks in the UK are dress-down Fridays, charity event days and budgets for training.

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What are the most widely offered work perks in the UK?

So we’ve just looked at the top three work perks that are most desired in organisations in the UK. But what work-perks are we actually receiving? Coming in at the top of the list is staff discount. Everyone loves to save a little money here and there, so it’s unsurprising that this is coming out on top. Whether it be discount within your own company, or within different companies (e.g. NHS and Military Forces) discount is the most widely offered work perk in the UK.

Not quite, but nearly matching the most desired work perk, the second most widely offered work perk in the UK is additional holidays and leave from work. Maybe workers are just being greedy after all. Almost 20% of UK businesses give out additional leave as a work perk to employees that are working hard.

Third on the list is food and drink that is subsidised or completely free during shifts. This is most common in the hospitality industry. Fast food workers often get the option of  1 free meal per shift. Those working in restaurants often receive receive a portion of food during their shift, particularly if they are working during a meal time. Other organisations have subsidised canteens, making it cheaper for staff to eat, instead of paying more from fast food joints and burger vans near the workplace.

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Are we just being ungrateful?

Are we really just being ungrateful about our work-perks? You might be getting a subsidised lunch, but deep down you want more holidays. Dress down Fridays aren’t quite as cool as company cars. While you might not be over the moon about your work perks, just remember, there are companies out there with no work perks at all! What do you think? Do these little perks really make a difference to your overall attitude to work or are they just a gimmick?

What is your most desired work perk? Is there anything your employer could offer you as a perk that you couldn’t refuse?

Let us know in the comments or chat with us on social media! @blueglovejobs


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What To Do When Your Colleagues Don’t Pull Their Weight.

Ever feel like you’re the only one with the get-up and go attitude?

Everyone has bad days. Work isn’t always sunshine and rainbows and sometimes, the motivation can be hard to find. However, if you’re the one who is constantly picking up the slack of your colleagues, this blog post is for you. Today, we’re discussing how to be an effective team player, but noticing when you’re being taken advantage of. We’re also looking at ways to tackle these types of problems in the work place. Sound like something you’d like to know more about? Read on.

Being a Team Player isn’t always easy.

Just because you might prefer to work alone, doesn’t mean you can’t be a good team player. After all, you all work for the same company, and therefore should have the similar, if not the same goals for your company. Working in a team isn’t always easy though. It is often made challenging by other workers doing the bare minimum or doing nothing at all and tiding over on the graft of others. This is when problems start to arise and persist if not addressed.

Being an effective team player means that you lift each other up instead of holding each other back. It means helping each other achieve collective goals. Being a team player means not watching anyone struggle. Being a team player means refusing to rely on others to do your assigned tasks for you. It means knowing when to get the head down and get the job done!

When your colleagues don’t pull their weight, try to get the motivation going.

If you know that your colleagues aren’t pulling their weight, try to tackle it positively. Try to boost the motivation of your co-workers. Encourage them genuinely, not condescendingly. Let them know that they’re doing a good job. Everyone likes to hear that once in a while! If you need them more hands-on in a task, ask them to help you carry out the task together. That way, you have another pair of hands on deck. You never know, inviting them to join you on a task just might be the kickstart they need, once they start, they might not want to stop. We’ve also written a blog post on motivation boosting at work – check that out here for more tips and tricks!


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Address The Situation.

Although it can be frustrating, try to keep calm. If you need to, you can always go and speak to superiors about staff who are not pulling their weight. Nobody wants to be seen as  the ‘tell-tale’ or ‘the office grass’ but it’s important to know when enough is enough and put your foot down. If you don’t address the situation, the problem will continue and leave you being the one who is picking up the slack consistently. If you are always the first to arrive and the last to leave because you’re finishing off the little left-over tasks, that’s a problem. Speak to the culprits individually if you are confident enough to. Speak to your manager, or raise it at a staff meeting. A problem shared, is usually a problem halved. And, the chances are, you’re not the only one noticing the problem.


So there you have it! Our top tips on dealing with co-workers who slack off and leave you to run around making sure the jobs get done. Have you ever had to deal with a similar situation? How did you deal with it? Let us know in the comments, or hit us up on social media! We’d love to hear from you!

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staff morale, employee morale, are your staff happy?, keeping your staff happy, blue glove jobs

The Secrets To Keeping Your Employees Happy

Without your staff your business wouldn’t be able to run.

But are your employees happy? It is incredibly important that your staff enjoy their work. If they don’t, they’re likely to seek out a new job. Check out our top tips for keeping your employees happy, in order to retain them and build a stronger staff team.


Make work fun.

All work and no play makes us all dull! Organisations that allow a little fun now and again, with occasional joking around have stronger organisational cultures. When mistakes happen, people can see the funny side and are not just focused solely on the downside. It doesn’t need to come in the form of fancy lunches or nights out. Take time during the morning break or lunch hour to chill out and have a laugh with your colleagues.

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When work stops, it stops.

As a business owner, you can continue to work after hours if you want to, but don’t expect the same from your employees. If your employees are putting in the hours during the day, don’t contact them when they’re at home, enjoying their weekends or while they’re on holiday asking them to do extra tasks. A few emails or phone calls can wait until they’re back in the office. If for some reason the emails or calls can’t wait, why not send the emails or make the calls yourself? Are you paying your staff to do additional tasks at home? probably not. Your staff have lives outside of your organisation. Let them enjoy it.

Say thanks and acknowledge greatness.

One thing that keeps everyone going at work is praise. If one of your staff has worked really hard on something, let them know they’ve done well. Is someone is persevering with a mundane task? say thanks. If your staff recognise that you’re recognising their efforts, they’re more likely to be motivated to stick at it and work hard. Simply, if your staff feel under appreciated, it will show in the quality of their work and they might even leave.

Take a chance on them!

It is nice once in a while to give your staff new responsibilities and chances to prove themselves. Maybe there is a big project coming up, or some new smaller roles have opened up. Why not challenge your staff to step up to the plate? You should want your staff to progress, but you need to create those opportunities for them or they will go elsewhere to look for other opportunities. Take a chance on your team, and work alongside them to help move the entire business forward.

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Encourage wellness among your staff.

The better an employee feels, the better work they will produce. Are your staff tired and overworked? Maybe they are unable to switch off? Are they getting the breaks they deserve? Maybe your staff are ill but are still coming to the office? Is the working environment uncomfortable?

If your employees are worn out, they can’t work well. Encourage wellness among your employees. Make sure they are not working for hours on end without breaks.  If your staff are working long shifts, consider letting them away a few hours early at the end of the week. Make sure their working environment is clean, fresh and comfortable.  These little things can make all of the difference to your staff and their morale.

Talk to your staff.

Communicate regularly with your staff. Allow them to feel part of the organisation. When was the last time you asked your staff for suggestions? When was the last time you asked your staff about and concerns they had? It’s easy to get caught up in the running of your business to the point where you forget what really matters – the people who keep it running.


So there you have it, our top tips for keeping employees happy! Are you guilty of overlooking your staff? Go ahead and implement some of our top tips and see if you can improve your staff relationships and morale!

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