"You get what you reward"
EDITA POCIUVIENE • August 13, 2020
Be the leader that builds culture of retention and professional growth...
Reward the behaviour you want repeated - you get
what you reward!
Reward your "Superstars" and do so publicly. Show your team that consistent high performance will be noted and rewarded as deserved. And I am not talking about financial bonus or pay rise at the end of the year - no! There are many other simple, little things that often make the biggest difference.
If you do offer your team regular pay rise or financial bonus - be clear they know why they get what you give them. Financial bonus or pay rise must never be something you do as a routine annual thing or aligned with appraisal time. Pay rise and financial bonus is performance related and must be earned. If you do this out of habit it becomes an entitlement and when they stop receiving it - the become deflated. Your team must understand that they have to work hard to achieve pre-set business targets to get a financial reward.
Let me share with you simple yet very effective ways you can use to get the best out of your team.
Praise your team
Give them feedback on what you have observed and let them know they di the right thing and that it is exactly what you expect from them. Encourage the repeat behaviour and do so publicly in front of others. You have probably heard the importance of "criticise in private and praise in public". By praising your staff members publicly, you set the standard - you determine the expected level of performance. Once you set the standard - you can expect the standard. Staff meetings are always a great way to share and celebrate achievements!
Thank your team regularly
Regardless whether you are thanking them for their great work at the end of the day or if they have stepped in to cover someone's absence at short notice- your business has carried out as usual and was not affected when it could have been - let them know how much you appreciate what they did for you, your patients and your team. Being aware of how much your help means to someone, will encourage them to do the same again.
Acknowledge great performance
Do it whilst it's fresh on everyone's minds- tell them "well done" for managing a particular situation well, where you have observed them. They will feel great knowing they did well and it has been noted. It is also a great confidence boost and a little personal achievement for them.
Small but thoughtful gift
If you know you team member well and they have been with you for a long time - take a moment to organise a small and thoughtful gift for them. If they like reading - buy them a book, if they love coffee - pre-pay their Nero or Costa card, if they are naturally academically driven and want to grow within their role- send them on the course. How amazing does this sound? Do you think they will be touched by your actions? Does that show your appreciation? Oh yes it does! These may seem small things, but they really make the biggest difference. Just a thought that you stopped to think of how to best surprise them and show your appreciation this way - instantly means the whole lot more.
But, remember to be fair!
It is really important that you do this fairly and encourage high performance from everyone.
What you don't want to happen, is to find yourself directing your praise and attention to one particular person within your team. Everyone deserves a chance to shine, be given opportunities to challenge themselves as individuals and be recognised under your leadership.
Be careful not to shift your entire focus on rewarding those who produce good work occasionally by putting those who have worked in your practice for many years, consistently delivered and exceeded your expectations, at the back of your mind. As much as I want you to be fair to all and encourage lower producers to do better, please, don't forget to reward and acknowledge your long term highest performers too. Most likely they love their job and thrive being able to contribute to your practice's and team's overall performance. We often get really comfortable with those highly capable and reliable individuals that their performance becomes a norm and we end up pushing them to the brink of exhaustion.
Don't lose your best performers! Remind them how much their commitment and hard work means to you so they know you value them for their long term commitment, reliability and consistent high performance. It gives them the motivation to carry on.
Leadership is all about how you make your team feel. The best leaders achieve through people. The best leaders they have skills and abilities to influence and empower their teams so they are naturally driven to work hard individually and together as a team.
As a business owner, leader, you may be tempted to think you have different priorities right now to get business back up and going again, but the truth is, without your wonderful and committed team - you will have no successful business. It is your people who drive your business forward and they need to be your priority. You need them as much as they need you - work together as a team.
So, it is all up to you!
Be The Leader that makes people feel valued, appreciated and important.
Learn to excel in creating opportunities to provide praise, recognition and rewards.
Build a culture of retention and professional growth and reward the behaviour you want repeated.
In 20 years of my career, I have tried it all - it is your turn now to be a better leader and I will be thinking of you.
