How to Motivate Your Staff
Updated: Apr 17, 2020
By Slyvie Haber, Consultant
How many times do you come into work and find your team “going through the motions” of the day? The enthusiasm they once showed is no longer prevalent. You think to yourself, “What happened to my team? I hope our patients don't notice!” It can be frustrating to see that your team members are not as motivated as they once were.
As a leader of the team, you must assess the situations affecting your team in order to distinguish what factors would apply best to your team.
Before you start thinking that impending doom is approaching, it is better to face the situation head on and understand what factors could be affecting your team. These factors can easily be summed up into two categories: motivating and demotivating factors. Knowing what motivates and demotivates your team is crucial to long-term success, not only for the longevity and success of the practice but, also, for the culture that exists within the office.
The following points are key to help you start motivating your team and keep your team motivated:
Responsibility: Empowering the team member to affirm his or her dedication to the success of the team. Make sure your team member feels that they have responsibility
Acceptance: Allowing the team member to make an error, without repercussions, and to grow and learn from that experience.
Appreciation: Giving praise to the team member that he or she is an integral part of the team.
Learning: Creating opportunities for your team member to learn new things, such as new technology, or trends in the dental industry.
Input: Soliciting suggestions from the team member about processes in the office or acquiring new technology into the office.
While you can motivate your team members, you need to understand what could be demotivating them and keeping them from reaching their full potential as well as bettering the culture of the practice:
Lack of Clarity: Not giving clear and concise direction to the team member.
Hypocrisy: Treating each member the same and being an example of consistency for the team.
Micromanagement: Allowing the team member to have the freedom to make his or her own decisions within his or her daily duties.
Lack of Acknowledgement: This goes hand and hand with appreciation. Team members who feel that they are consistently doing well want to feel acknowledged for his or her good work.
Constant Change: Continuous variation in policies that affect the office and the team.
Focusing on your team may feel like another task that is added onto your never ending list but showing interest in your team will show a long-term benefit. Even though the factors that could affect a team as a whole or a team member are unique, focusing on your team will be an investment that will create a sense of pride for your team and in turn can better your practice.
Sylvie can be reached at: Sylvie@GTSgurus.com