For any practice—chiropractic or otherwise—the largest issue that stumps growth is worker productivity. With economic volatility and healthcare reform issues currently impacting profits, productivity issues can wreak havoc with margins already on the brink of zero. In addition, when worker productivity falters, costs are higher.
When it comes to productivity, much research has been conducted that suggests that recognition for a job well done is the top motivator of employee performance. However most chiropractors don’t understand or use the potential power of recognition or reward. In fact, in research conducted by our organization over 54 percent of chiropractic office staffs suggest that they would rather work in an environment where they would receive better recognition. When it comes to recognition in the workplace, there was a direct relationship between the chiropractor and office staff. The better the relationship between the practice owner and employee, the higher the profitability. It is imperative to note that individuals do not leave bad practices; rather, they leave poor chiropractic owners. It is also imperative to develop feedback loops. Morale is lifted when individuals are recognized for efforts. In addition, when recognition feedback commences, employees desire to do better.
There are several reasons to engage in a relationship that also leads to reward and recognition.
Productivity. When individuals are recognized for a job well done, they are much more motivated and perform at higher levels.
Profitability. The cost to the practice is less when morale and productivity are high. Passionate employees conduct more work with less labor.
Patient Retention. The motivation is stronger if the form of recognition creates a story that employees can tell others. So when employees are happy with the boss, they tell other potential employees and even prospective patients.
Operational Costs. Operational costs are lower when employees are recognized for a job well done. Happy employees simply stay on the job longer.
Do not misunderstand: there are many reasons why recognition helps with job satisfaction and productivity; however, recognizing employees is also just the right thing to do. Even if you operate in a small office of ten or fewer employees, it is still important to understand how recognition can assist practice morale. Below are several tips and techniques that will create a high performing practice for you.
First, there is a myth that everyone wants to be paid what he or she believes they are worth. However, individuals work better when they are appreciated. It is better to produce a series of formal and informal recognition programs rather than use salary to increase morale. If the culture of the practice does not allow good relationships or even provide good treatment for others, then paying people off does not change the culture. Employees do not leave bad practices, just bad doctors.
Here are some other things to consider:
Gratuity Cards. One of the sweetest things any chiropractor can do is simply remember a birthday, anniversary or tender event. A hand written note or card that suggests your admiration to the employee will go a long way to creating passion in the workplace. When individuals know that they are appreciated, they will have more dedication to your practice.
Communication. Perhaps the largest issue concerning recognition is communicating. Due to busyness, it is easy to serve patients, pay bills, attend seminars… and then forget about your most important assets. Everyone needs a simple “atta boy” (or girl) every now and again. In fact, research from several sources indicates that employees would rather receive constant recognition than a raise.
Awards. Provide a visible form of recognition to illustrate years of service, exemplary effort, etc. Awards illustrate not only achievement towards goals but also the relationship between doctor and staff.
Training and Development. Self-mastery and skills development are very helpful to office staff who desire to achieve more. Knowledgeable employees are more passionate. When employees feel they are vested, they do more for the practice. This is helpful in situations where employees have promotional opportunities.
Work–Life Balance. We live in a crazy busy world, with numerous personal and professional constraints. Trying to balance work and family is very difficult, creating most workplace stress. Chiropractors sensitized to staff issues can provide extra breaks, days off, personal time, etc., so that individuals do not feel pulled by personal and professional strains.
Personal. Take the time to get to know your staff. Ask your coworkers about their families, their hobbies, their weekends or a special event they attended. From Dale Carnegie, “Become genuinely interested in others.”
Food. Take coworkers or staff to lunch for a birthday or any other special occasion. Have a staff meeting at a local restaurant to illustrate your thankfulness for their joint efforts.
Gift and Gift Cards. The personalization of gifts and gift cards shows your knowledge of someone’s personal interests, something they appreciate. This requires some research but will pay huge rewards.
Timely Performance. The one technique above and beyond all mentioned above is the need to provide feedback when positive performance occurs. Waiting too long diminishes the possibility of recognizing employees’ terrific efforts. Give them thanks and praise immediately. It is not only preferred, it’s expected.
Many practices might use a scattered approach, believing a bit here and there might lead to some results. Or they recognize employees so infrequently that recognition becomes diminished. Recognition must be consistent and constant. Integrate some form of recognition at least once per month.
To help initiate a program, create goals and action plans for employee recognition. You want to recognize the actions, behaviors, approaches and accomplishments that you want to manifest. Establish short-term and long-term goals for recognition programs. And do not forget to ask your staff for the proper input. When they are part of the process, they will feel closer to the practice.
Ultimately your staff needs to see that each person is a contributor to the organization. This requires that recognition is fair, balanced and equal. All are to be appreciated. More importantly, all should know that they are entitled to recognition. It is important to recognize all people who contributed to the practice’s success.
No matter what system of rewards is used, recognition must not be overlooked. Conducting recognition too often becomes a right; too little diminishes impact. The greatest assets, aside from patients, are your employees. Take the time to provide thanks, praise and admiration for their efforts, and watch the productivity of the practice soar.
