Who likes to get up in the morning and DREAD going into the office? How many of us work for fun? (Being honest, MOST of us have to work)! So, how can we make this a great place to be? How can we make our teams feel secure, appreciated, and that each and every one of them MATTER?
Over the years, as generations change, and studies are completed regarding mostly women in the workplace, we find that women don’t care about the money as much as we think they would.
Their focus is more on feeling fulfilled
As long as a team member understands their responsibilities in the office (See previous blog about creating checklists)
In order to support our team it is SO important to show them you care. Most offices consist of 12 or fewer team members, which can be so EASY to appreciate. We want to steer clear of making them feel like “just a number” or “just a warm body”. So how can we show them we appreciate what they do for the team, the office, and the patients?
Being in a small office doesn’t mandate (In most states) that you have to offer any benefits for a team member that leaves for an absence, or a maternity leave. It can be difficult for an office to offer full family leave benefits when a team member is out of work for an extended period of time. So we can’t put the team out because we are losing one temporarily. So what can we do?
Most people today are looking for somewhat of a flexible schedule, or at least know they have the option when a particular time arises. Team members want flexibility. (One reason we lose team members over time). Are you too caught up on policy? Are you offering early outs, or days off to meet family needs, outside of vacation time? What could that look like to you? It can be hard to manage this in an office to make sure it doesn’t get taken advantage of, but it IS possible. Set deadlines, know how long they need to leave early on Tuesdays, and make it clear to the team. But get comfortable with saying no, when it can become a burden to the team.
Just as important as initial interview, and performance evaluations, are “Stay” interviews. We want them to stay, right?! How can we ensure that we are on the same page with them, and they are happy in their position. We conduct annual, or semi-annual interviews! It’s hard to get away from the hustle and bustle of everyday, but connecting with your team and be very beneficial in the long run. You may find out some really great, quality information from them, and had you not sat with them, you wouldn’t have known!!
What are you doing for fun with your team? Are you sitting down once a week and having lunch with them? Engaging in conversations weekly? Do you know about their family, their kids names? Birthdays? Some of these things seem so easy to do, yet we steer clear of them in order to keep the office “professional”. You can still be professional, AND be involved:)
Now that we talked about our “Stay” interviews, and how to show appreciation, are you able to utilize the information you have? Maybe you found that your team member really isn’t fulfilled in her position and would like other a different opportunity within the office? Is that position available? Can we talk about a timeline? Maybe begin some slow training so when the position is available, she/he will be ready. Are they on the right seat on the bus? You may find they would like to take on more. We NEED that. Our roles are so heavy, take advantage of that opportunity.
I hope you find this information helpful. If you can take one tidbit of information and use it in your practice, you are WINNING. It will show with your team, and with your patients. During times like this it is even more important to show appreciation and care than ever. Our team members can be down, and scared with all of the unknowns. There is no I in team, and no one is successful alone. Find ways to be productive, positive, and enjoy every day! Be the leader, and the boss your team is looking for:)
Kellie Black, RDH
Disclaimer: This article is the sole opinion and research of the writer and doesn’t reflect the opinions of ZenSupplies.