Simple advice to encourage staff in dental care

So you're a great dentist and you think you have pretty good staff. That is great! Are all your employees good? Are all employees adding value to your job? Do you sometimes want your staff to be a bit more motivated? It is a rather sure premise that motivated employees will provide better patient care and add more value to your work. But here's the question … how do people really encourage? This article will simplify your motivation, help you better understand what drives people and results and will give you great tips on how to best get what seems difficult to encourage your staff.

Clear a Common Myth of Employee Encouragement

The stimulus of employees is very important for executives in any industry. For dental care, the case has been seriously addressed. Despite the importance of the matter, keep some myths. Before looking at what dentists and office managers can do to support employee motivation, it's first important to clean up more common myths.

Myth # 1 – "I Can Encourage People"

Not really – they must inspire themselves. You can not encourage people longer than you can afford them. Employees must encourage and strengthen themselves. However, you can set up an environment as they encourage and strengthen themselves best. The key is to know how to set up this kind of work environment for each of your employees and establish a successful management system in your work that is both motivating and stimulating.

Myth # 2 – "Money is the Best Motivators"

Not really. Certain things like money, good workplaces and job security can help people become less motivated, but they usually do not help people get motivated. The key objective is to understand the interests of each employee. We know that money is not the best motivation when we look at vocational education studies, which show that a large employee does not understand businesses, they leave their boss. When employees are not connected to their supervisor, they leave. This is much more common than going to make more money.

Myth # 3 – "Fear is a Good Impetus"

Fear is a great motivation – in a very short time. That's because much of the bouncing from the boss does not seem to "turn on employees" for a very long time. Furthermore, it is no longer patient to shout and insult workers at the workplace. When people fear you, they do not respect you, so they will not follow you or support you honestly. Assuming you want to encourage your employees to succeed, fear is definitely not a good option.

Myth # 4 – "I know what encourages me, so I know what motivates my workers"

Not really. Different people are encouraged by different things – "different blows for different people." There is nothing as unequal as the equality of people. If you have more than one child, you can certainly mean it. What works for one child does not always work for another. The same applies to employees in your work. I might be very interested in getting more free time away from my job to spend more time on my family. You may be interested in recognition of good work. Again, the key goal is to understand what motivates each employee.

Myth # 5 – "Increased job satisfaction recommends increased labor"

Research shows that this is not necessarily true. Increased job satisfaction does not necessarily mean an increased career. If the goals at work are not consistent with the employees' goals, employees do not actually work on the project. You need to get full "purchases" from staff throughout your workouts to enhance their performance. Some employees may be happy with their job because they do not need much.

Myth # 6 – "I do not understand staff motivation – it's science"

Well, this could be in part, but in fact it's a myth. There are very simple steps you can take that will go far to support your employees to encourage increased performance in their work and increased production and patience satisfaction in your work. I will present some of the most important ideas that need to be considered.

Remembering the Principles of Idea

Motivational Workers Start Boosting You

It's amazing how if you have a bad attitude and accept at the office it looks like everyone else does too. If you are very stressed out, it seems that everyone else is too. Anxiety is contagious. If you are worried about your job, it's much easier for others to be too. Also, if you are good at taking care of yourself and your own job, you will have a much clearer view of how others are doing in them. It all starts with you, the dentist. Do not expect others to be encouraged if you are not yourself.

A great place to start learning about motivation is to begin to understand your own interests. The key to helping motivate employees is to understand what motivates them. So what motivates you? Take, for example, time with family, reputation, work that is well done on a complex matter, service, education with advanced skills, etc. How is your job configured to support your own motivation?

Always working to align job goals to employees' goals

As previously stated, employees can be driven by their jobs and worked very hard. However, if their results do not contribute to the goals of the exercise, then the exercise is no better than if the staff were sitting on their hands – maybe worse! Therefore, it is important that dentists know what exactly they want from their employees. These preferences should be terminated in terms of training goals. Identifying the goals for practice is usually done on formal or informal policy. What steps you take to support your employees' motivation (various measures are set out below), ensure that employees have strong inputs to define their goals and that these goals meet the goals of the business. (The goal should be "SMARTER.") More about this later below.)

The key to supporting employee motivation is to understand what encourages each one

Each person is interested in different things. What steps you take to support your employees' motivation, you should first find out what really encourages all your employees. You can find this out by asking them, listening to them and watching them.

Recognize that employee support motivation is a process, not a task

Practices change all the time, as people do. Indeed, it is an ongoing process for maintaining an environment where each employee can strongly encourage themselves. If you look at maintaining a career as an ongoing process, you will be much more satisfied and motivated.

Vocational Education Support Using Organizational Systems (ie policies and procedures) – Not Just Trusting Intently

Do not just trust in strong human relations with employees to help them to encourage them. The nature of these relationships can change very, for example, during stress. Use instead a reliable and comprehensive system at work to help motivate employees. For example, compensation systems, vocational training systems, working procedures and procedures, etc. To support vocational education. Establishing a variety of systems and structures also helps ensure a clear understanding and fair treatment of employees.

Special Steps You Can Take

The following specific steps can help you to support your employees to encourage you in your work. It is up to you to give these experiments!

  1. Do more than read this article – use what you read here. This maximum is true when you read any version. But it turns out that the biggest gap in life is the gap between knowing and doing.
  2. Briefly write the motivators that support you and what you can do to maintain them. This little "motivation program" can give you a strong perspective on how to think about supporting employee hobbies. Use it as something of a "game".
  3. Create a list of three to five things that encourage each of your employees. Fill out the list yourself for each of your employees and then each employee has to fill out the list individually. Compare the answers to the head. Identify the difference between what you think is important to them and what they consider is important to them. Then discuss with each of your employees what they think are the most important motivational factors for them. Finally, take a few minutes to write down how to change your approach to each employee to ensure that their motivating factors are met.
  4. Work with each employee to ensure that your motivating factors are taken into account in your payroll system. For example, their work could be redesigned to be more adequate. You may find more ways to grant recognition, if it is important to them. You could develop employee policy that pays employees with more family time, etc.
  5. Have one-on-one meeting with each employee. Employees are more motivated by your caring and caring for them than your attention to them. Introduce your employees, their families, their favorite food, their children's names, etc. This sounds alarming – and it will be if it is not done faithfully. However, even if you really want to get acquainted with your employees, it can not happen unless you are sincerely committed to staying with them. You will be surprised to look at your employee's face when you remember the child's birthday or ask for a child's childrens play. Your employees need to know that you care about them as a person, not just as an employee.
  6. Grow strong skills in the delegation. The delegation involves transferring responsibility and authority to your employees so that they can perform certain tasks. However, you allow your employees to decide how they will perform the tasks. Skills in the delegation can save a lot of time for managers and officers. It also allows employees to take a larger role in their work, which usually means more satisfaction and motivation in their work. Define "what," but let them "define how."
  7. Reward what you want to see more of. A critical lesson for new dentists in managing their employees is learning to focus on the behavior of employees, not on the personality of employees. Performance in the workplace should be based on behavior towards goals, not the popularity of employees. You can get a lot of trouble (legally, morally and humanly) to focus only on what you feel about your employees rather than what you see with your eyeball balls. Very clever dentists start to keep in mind and set clear policies and procedures for employees so that performance expectations are clear from going.
  8. Reward it soon after you see it. This helps to revert to the announcement that you carefully choose the behavior you currently see from your employees. Often, a shorter employee is the time between employee actions and the salary for the operation, the more clear it is for the employee that you prefer this action. Catch and do something great!
  9. Perform at least basic performance principles. Good performance management, including defining goals, measures to indicate whether or not the objectives are met, continued attention and indications of action against the goals and corrective actions to rediscover operations to achieve the goals when necessary. Performance management can focus on overall practices (production, collections, recognition of issues), groups (sanitation, desk staff, assistants), processes in your work (systems) and especially with your employees.
  10. Establish goals that are SMARTER: Specific, measurable, acceptable, realistic, timely, extended to capacity, and rewarding those involved.
  11. Clearly define how employee performance contributes to success. Employees often find great fulfillment from realizing that they are really relevant at work. This practice often requires clear communication about operational goals, progress of employees towards the goals and the festival when the goals are met. Do not be afraid to share with staff what the goals are, set goals and achieve goals.
  12. Celebrate achievements. This important step is often forgotten. New dentists are often focused on getting "much done". This usually means defining and solving problems. Experienced dentists find that acknowledging and celebrating a solution to a problem can be as important as the solution itself. Without continued acknowledgment of success, employees will be frustrated, skeptical, and even cynical about job placement.
  13. Get employees involved in the feedback for the patient. Inform workers when a patient describes the benefits of treatment. When you have before / after pictures of awesome cases, put them in exercises. Make your staff feel successful. This achievement could be the biggest motivation for your staff. Most people who work in dentistry love to see the results. Help your employees know that they are working for a specialist who values ​​patient care and creates an incredible smile!
  14. Take yourself if you do not work with a worker. Here's a cold tough truth – it's not unusual just like someone who works for you. Sometimes your style does not only suit a particular staff. Be careful with this dynamic. You want to make sure you're not the problem. At the same time, try your best to hire staff that has the nature of features that you work well with. Get references. Ask for references to the individual's workplace. So if you have a worker you do not seem to be compatible, check what you do not like the employee and if you can achieve a positive relationship with the employee. It often helps to talk a lot about how you feel and get another opinion on the situation (with your office manager or your spouse). As stated above, if you continue to focus on what you see about employee performance, you go a long way to ensure that your employees' treatment is fair and fair and adds to the value of your work.

You need to think, act and be motivating yourself if you want to be effective to encourage others. By using these insights and tips, you will be on track to get your staff more and more motivated.


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