How to Make Your Plan Their Plan: 7 Tips for Motivating Your TEAM

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How to Make Your Plan Their Plan: 7 Tips for Motivating Your TEAM

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The most effective managers recognize the importance of motivating their TEAM. As you head into what will hopefully be your most successful year yet 2014, consider the following advice to get your TEAM truly on board with your plans.

1. TREAT MOTIVATION AS A COMPLEX TOPIC.

Don’t fall into the trap of assigning a predetermined motivation to your employees. If your newest member to the TEAM seems to focus on financial stability, don’t label her/him as an individual motivated by money. Dig deeper than that. Perhaps they want to provide a better life for their kids than their parents did for them, or maybe they want to get into a different comfort zone . No article can predict what really brings out the ambition in your people. You should treat motivation as a complex topic with deep roots, and take the time to slowly unravel what gets your employees into gear. Have frequent conversations with team members about motivation.

2. ENCOURAGE WORKING SMARTER, NOT HARDER.

You the doctor(s) have the ability to impart invaluable experience on your employees. If you find yourself regularly uttering something along the lines of, “Let’s work harder,” you may need to re-evaluate your strategy. Give your employees an environment with resources, support, and stimulating challenges – all while emphasizing the purpose of the practice along the way.

3. HIRE WISELY.

Surely you already scrutinize for a motivated individual during the interview process. If you really want to get a feel for your potential hire’s outlook, try shifting away from the typical job interview questions. Job candidates are getting better at rehearsing the perfect things to say. You may find a benefit in asking questions like, “What personal accomplishments have you achieved in the past year?” Or you could try, “Describe how you dealt with one of the most difficult times of your life.”

4. TAKE CARE OF YOUR PEOPLE.

While I won’t tell you that incentives are always the best way to go, it’s important to remember that employees can lose motivation if basic needs are neglected. Pay and treat your people well, listen to their concerns, ask them to evaluate you, let them know they have a certain level of job security, and treat them kindly. See the potential in them and nurture it until they begin to see it for themselves.

5. BECOME A GENUINE FRIEND.

Of course, you may not relate to your employees the same way you’d interact with your buddies on the weekends. But when you make a sincere effort to understand your TEAM and treat them like more than a dispensable resource, they’ll begin to take ownership as a valuable asset. You can’t make every second of the job a thrill ride for your employees, but you can and should challenge them, explain your thought process, learn about their personalities, make yourself available, and ask them questions beyond the small talk you save for awkward social gatherings.

6. INTRODUCE – RATHER THAN ENFORCE – YOUR PLANS.

January is all about planning and organizational development for the practice. As you draft out your quarterly goals and analyze where your strategies could use tweaking, try letting your TEAM, be a part of the process. Recognize their creativity and intelligence and allow their input to morph your original agenda. You won’t always be able to follow this process. If the topic isn’t something that they can alter, present it in a way that encourages thorough questions and feedback.

7. PUSH YOURSELF TO BECOME A BETTER BOSS.

If you showcase your own motivated approach to work, your employees will likely follow suit. Recognize you personally developed something in you that landed you the opportunity to manage others. It’s important not to lose sight of those qualities within yourself. Take the honor seriously and remember that the purpose of your management role, is to “protect your TEAM and get them recognized in new ways.”Ultimately, look for opportunities to improve a day in the life of your employees. Keep their aspirations at the forefront of your mind and consistently watch for ways to strengthen their skills.

“We cannot build our future unless we help others to develop build theirs.” Unknown

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