What employees really want

April 1, 1997
Last month, we noted that building staff morale and motivation is a process that begins by addressing employees` job-related needs. The purpose is to create an environment that is so satisfying, employees will want - really want - to do their very best. Work that is interesting and challenging, for example, is an important "need."

What employees `really want`

Bob Levoy

Last month, we noted that building staff morale and motivation is a process that begins by addressing employees` job-related needs. The purpose is to create an environment that is so satisfying, employees will want - really want - to do their very best. Work that is interesting and challenging, for example, is an important "need."

Other common (though not universal) job-related needs include:

- Having a say in matters pertaining to work. Ask employees for their input. Involve them in decisions that affect their jobs. Nothing is more flattering or generates greater buy-in than being asked for one`s opinion. It`s the key to "participative management."

Action steps: Seek your employees` opinions about changes in office decor, policies and personnel. Encourage upward communication. Allow qualified personnel to recommend or buy outright, needed office equipment or items they use on a regular basis. Empower staff members to bend office policies to accommodate a patient or "make things right" in a mishandled situation.

- Autonomy. Today`s employees also indicate a strong preference to be left alone. They want to solve their own work-related problems and be accountable for the results. In a recent study of over 1,000 Americans aged 25 to 49, nearly 79 percent said "independent on the job" was about as important as money in their choice of jobs. Some said more so.

Action steps: Hire the right people for the job. Give them the training to do a good job; and leave them alone. The benefit of "letting go" (not abdicating your supervisory responsibilities, just loosening the reins a little) is that your management style will be more nurturing, satisfying and motivational to employees with a need for autonomy.

Bob Levoy is a marketing consultant, seminar speaker and writer based in Roslyn, NY. His new book, "101 Secrets of a High-Performance Dental Practice," will be published by PennWell Books, (800) 752-9764, this month.

Sponsored Recommendations

Clinical Study: OraCare Reduced Probing Depths 4450% Better than Brushing Alone

Good oral hygiene is essential to preserving gum health. In this study the improvements seen were statistically superior at reducing pocket depth than brushing alone (control ...

Clincial Study: OraCare Proven to Improve Gingival Health by 604% in just a 6 Week Period

A new clinical study reveals how OraCare showed improvement in the whole mouth as bleeding, plaque reduction, interproximal sites, and probing depths were all evaluated. All areas...

Chlorine Dioxide Efficacy Against Pathogens and How it Compares to Chlorhexidine

Explore our library of studies to learn about the historical application of chlorine dioxide, efficacy against pathogens, how it compares to chlorhexidine and more.

Enhancing Your Practice Growth with Chairside Milling

When practice growth and predictability matter...Get more output with less input discover chairside milling.