September 2014<\/p>\n
Engaging Success Part III!<\/p>\n
This month\u00a0we will cover\u00a0the final three strategies to help you get your team engaged and bridge the gap between potential and performance! Just in case you missed the last two newsletters… here are the statistics to support why getting your team engaged is not fluff stuff! It’s how I help teams nationwide create a happy, healthy and high performing culture!<\/p>\n
2013 Gallup Polls show 70% of Americans are not engaged at work! Which equals about 2\/3rds of the team in an average dental practice. The downfall of not engaging your team:<\/p>\n
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Open to Opinions<\/strong><\/p>\n We encourage open communication\u00a0to allow\u00a0everyone to voice their\u00a0opinions\u00a0pertaining to the patients and the practice.\u00a0\u00a0 Doctors, managers and team members\u00a0are often surprised when a co-worker who never\u00a0participates starts speaking up at our workshop.\u00a0\u00a0I have often\u00a0found that when a team member doesn’t speak up it’s because they feel they have been shot down in the past.\u00a0 They believe their opinion didn’t count so they stopped sharing.\u00a0 When team members feel their opinion is welcomed and valuable\u00a0they become more engaged.<\/span><\/span><\/p>\n Everyone on the team has the right to express their opinion and be heard without being\u00a0criticized\u00a0or made to feel stupid.\u00a0 Instead share constructive feedback with the team member why\u00a0you feel it\u00a0may or\u00a0may not work.\u00a0\u00a0Being open to opinions means we at least consider the idea.\u00a0 Considering a team member’s input can often lead to better decision-making.\u00a0 This is because the team members are often the ones directly doing the task, process or service and understand\u00a0the limitations\u00a0as\u00a0well as the possibilities.\u00a0\u00a0When\u00a0team members feel they are involved in decisions, they take\u00a0greater ownership for the outcomes.\u00a0 Ownership\u00a0is a sign they are\u00a0engaged!\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><\/span><\/p>\n <\/p>\n Constructive Feedback<\/strong><\/p>\n We actually schedule feedback time with team members. If we don’t schedule the time chances are it won’t happen. Many offices schedule annual employee performance reviews. Meeting and discussing progress, achievements and goals on an annual basis is not enough to get engagement. How engaged or involved would you be in a relationship where you only had a deeper conversation once a year?<\/p>\n What works well is a quick (5 to 10 minute) monthly or quarterly\u00a0Checkup with the manager or doctor touching base on their progress, achievements and goals. Questions to ask are:<\/p>\n We also establish an open door meeting policy where team members can request to schedule time as needed.\u00a0 Scheduling time helps avoid constant interruptions and creates a more focused agenda.\u00a0 Giving\u00a0timely constructive feedback\u00a0will help\u00a0keep your team engaged.<\/p>\n \u00a0<\/strong><\/p>\n http:\/\/youtu.be\/GvoLvQtF0c8<\/p>\n Opportunity for Personal and Professional Growth<\/strong><\/p>\n We create opportunities for every team member\u00a0to continue to challenge themselves to learn and grow both in their personal and professional life.\u00a0\u00a0We ask\u00a0them to create a list of\u00a0topics\u00a0they would like to learn more about in the next year at their annual review.\u00a0 The doctor\/manager also add topics to the list based on what they feel will\u00a0benefit the team member most.\u00a0 Together the team member and doctor\/manager\u00a0prioritize the list and\u00a0agree on\u00a0completion dates.\u00a0 The\u00a0progress is reviewed at their monthly or quarterly Checkup meeting.\u00a0 \u00a0\u00a0\u00a0<\/span><\/span><\/p>\n We also start a monthly book club in the practice\u00a0focused on personal growth.\u00a0 Everyone on the team\u00a0is asked to participate in\u00a0suggesting books.\u00a0\u00a0Great books for team meeting discussions are the Simple Truths books at <\/span>www.simpletruths.com<\/span><\/a>.\u00a0 <\/span><\/span>Or my book Rise & Shine and soon my next book Ta-Dah, <\/span>www.practicesolutionsinc.net\/book.html<\/span><\/a>!\u00a0 The book is discussed at the team meeting.\u00a0 Lengthier books can be discussed in\u00a0chapters.\u00a0 There is open\u00a0dialogue on the benefits and how\u00a0it can\u00a0be applied\u00a0in the\u00a0practice as well as their personal life.\u00a0 Creating the opportunity to learn and grow will help to keep your team excited and engaged.<\/span><\/span><\/p>\n Engage your team\u00a0by being open to opinions, giving timely constructive feedback and creating an opportunity to learn and grow!<\/span><\/span><\/p>\n Contact Judy Kay today if you would like to learn more about how she can help you get your team ENGAGED and WORKING together to build a happy healthy and high performing culture!<\/p>\n","protected":false},"excerpt":{"rendered":" September 2014 Engaging Success Part III! This month\u00a0we will cover\u00a0the final three strategies to help you get your team engaged and bridge the gap between potential and performance! Just in case you missed the last two newsletters… here are the statistics to support why getting your team engaged is not fluff stuff! It’s how I […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,3,4,5,6,10,11,12,17,18,19,20,21,22,23,24,25,26,27,29,30,33,34,35,36,37,38,39,42,43,44,46,49,50,51,53,1,55],"tags":[61,63,70,73,76,82,84,87,89,90,91,92,93,94,96,98,99,100,101,107,110,111,120,121,124,126,131,138,140,141,144,146,149,153,154,159,160,166,167,169,170,175,178,179,182],"yoast_head":"\n
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