BUSINESS

  PERSONNEL POINTERS

RECOGNITION TO REVENUE

BOOST MORALE AND PRODUCTIVITY VIA STAFF ENCOURAGEMENT

A DOCTOR ONCE asked me, “Why should I recognize my employees? Nobody recognizes me. And besides that, they get a paycheck.” The answer to his question is simple: Personal recognition plays a huge role in overall job satisfaction. Why? Because people feel good when getting positive feedback for a job well done.

In my experience, recognition is the top motivator of employee performance, and motivated employees produce more revenue.

But providing encouragement may be more difficult than it seems. A study by Success Dynamics, Inc., shows an immense gap between the amount of encouragement employers think they are giving and the perception of the employee. When 2,500 doctors were asked to rank on a scale of one to five (one=never, five=always) the following statement, “I let my employees know when they are doing a good job,” their average response was a whopping 4.4. However, when the employees were asked to use the same rankings for the statement, “The doctor lets me know when I am doing a good job,” the average response was a mere 1.7. This discrepancy in encouragement leads to lack of motivation, employee turnover and decreased productivity.

So, if you want happy, motivated employees, providing encouragement will help you reach your goal. Here, I provide four guidelines of recognition, as outlined in the book, “1001 Ways To Reward Employees,” by Bob Nelson:

1 BE TIMELY AND SPECIFIC

In order to be effective, the recognition should happen within a short time frame of the well-done deed — the same day, if possible — so plan ahead. For example, you could keep on hand small tokens of appreciation ($20 or less) from local businesses, such as a gift certificate from a restaurant your staff frequently orders from. Not only will you be supporting the local economy, but if you stop in every few months to purchase gift certificates for your staff, the restaurant owner and/or employees may be inclined to schedule their next eye exam at your office. Now your practice receives an extra benefit.

2 MATCH THE REWARD TO THE ACHIEVEMENT

Take into account the significance of the achievement. For example, two movie passes might feel insulting to someone who has done a fantastic job on a large-scale project, such as coordinating EHR implementation or staff training, but would be greatly appreciated by an employee who saved a sale in the optical.

3 MATCH THE REWARD TO THE PERSON

Recognition is not a one-size-fits-all concept. Some employees beam when they are formally recognized in front of the whole team, while others prefer to be thanked in a private setting.

How do you know how an employee enjoys being recognized? Ask! If that’s too forward, another option is to observe staff for clues. For example, if your optician’s nails are always finely manicured, compliment her and ask her where she gets them done. Then, when she goes above and beyond, give her a gift certificate to that nail salon.

Now it’s clear you actually observe and listen to your employees. And again, you’re networking with other local businesses.

4 GIVE THANKS

Last, but not least, never underestimate the power of a sincere “thank you.” This simple act can go a long way, especially at the end of a difficult day at the office.

A PAT ON THE BACK

Recognize your staff often for a job well done, and reap the benefits of a happier, more productive workplace. OM

REBECCA L. JOHNSON CPOT, COT, COE is the founder and president of Eyetrain4you and the executive director of business services for GPN. Email her at Rebecca@GatewayPN.com, or visit tinyurl.com/OMcomment to comment on this article.