Hi, it's Tina and I'm here with your one-minute management tip. Okay, question. If I asked your employees, would they say yes? This question. In the last seven days, I have received recognition and praise for good work. Would they answer yes? Hmm, I would hope so. You know, top performers are really hard to find. And I'm sure a lot of you will agree and have had a hard time finding really good people to come to work for you.
But when you find them, you need to be able to keep them. People need to feel valued for their work and the contributions that they make to your practice every day. Or if you don't, they probably won't stay. If employees don't feel adequately recognized, they are the ones that are twice as likely to leave within the first year of being employed.
Or if they've been there for a while and all of a sudden things aren't going well and you aren't showing them that they are valued, they probably will leave. Workplace recognition motivates people. It gives them a sense of accomplishment, which we all need. And you know, recognition also sends a message to the other employees about what success is like.
If somebody does something in the practice that's really great, maybe they helped a patient and the patient, you know, brought cupcakes in and thanked them, you know, that then signals to the other employees, "Wow, that's the behavior that we should be demonstrating." And when you say, bravo, great job, everyone is listening and watching.
The most effective leaders create a recognition-rich environment for people to work in. And, you know, the best managers learn what the people who work for them really like and how they like to be shown appreciation. You know, so take some time and think about it. How can you demonstrate that the people in your practice, you know, are valued, and that you appreciate them? And lastly, let them know why their performance matters to the overall success of the practice.
If you have any questions or need any help, all you have to do is email me at [email protected] or Dr. Peter Wishnie at [email protected]. You take care. Bye.
