Engaging and motivating employees
by Lisa Grogan
Lisa Grogan shares strategies that dental practices can implement to create a positive culture for employees and retain top talent.
Over the past few months, I have been carrying out surveys to gain a deeper understanding of the challenges dental professionals face day-to-day. A common theme that presents itself is employees not being engaged in their roles.
Running a successful dental clinic is not just about providing excellent patient care, it’s also about building a motivated and engaged team that feels valued and committed to the clinic’s success.
As most clinics have skeleton staff, when a member of the team is absent it is felt by all. In addition, attrition in a dental clinic can be costly and disruptive. Creating a positive workplace culture and a strong leadership mindset is crucial.
For my final thesis when studying psychology, I measured the effects of extrinsic and intrinsic rewards on employee motivation. The findings really surprised me, as all the results came back that people were more intrinsically motivated.
What this highlighted was the importance of employees’ need to:
- Feel connected to a business and to their colleagues
- Grow and develop within their role
- Have autonomy to carry out their role to the best of their ability
- Feel they are contributing to the performance of the business
- Feel their contribution was valued.
In this article, I’ll share ways to retain and engage dental team members while also addressing some of the contributing factors that lead to staff turnover. With some focus and action, these techniques will help foster a healthy work culture, loyal teams, and more productive workforce.
Foster a positive workplace culture
A positive culture is the foundation of any successful business, and dental clinics are no exception. The environment you create in your clinic will significantly impact employee satisfaction, motivation and retention. It will also have a positive effect on the patient experience.
To reference a quote from Richard Branson: ‘Clients do not come first, employees come first. If you take care of your employees, they will take care of your clients.’
No matter the industry, having that high level of customer service can transform the experience from average to exceptional.
Here are some ways to improve team culture:
Promote work-life balance
I appreciate this can be challenging but offering flexible hours, encouraging regular breaks, and respecting time off can help prevent burnout and show employees that you care about their wellbeing
Recognition
Go beyond generic praise and use a specific example of what they did to deserve the recognition. Showing appreciation in front of other team members will also have a positive effect on the company culture. I recommend reading Gary Chapman and Paul White’s The 5 Languages of Appreciation in the Workplace. Ensure to recognise both individual and team accomplishments. Whether it’s a personal event, completing a continuing education course, or simply a problem-solving issue, acknowledging these wins fosters a sense of accomplishment and pride. Feeling valued is one of the key drivers of employee engagement
Feedback
Employees like to know how they are performing in their roles, therefore providing feedback is essential. Take the time to recognise employees’ strengths and contributions. If there are development areas within an employee’s skill set let them know what they are in a constructive way and provide a development plan to help support bridging these gaps
Invest in your team
Show your commitment to your employees’ growth by providing opportunities for continuing education, attending dental conferences, or pursuing advanced certifications. Investing in their professional development not only improves their skills but also demonstrates that you value their contribution and are invested in their growth and development. Employees are more likely to stay with a company if they see opportunities for growth and advancement. This is particularly important in a dental clinic where the scope of practice can sometimes feel limited. Also empowering your team to take initiative and lead projects helps them build confidence and take ownership of their roles
Provide competitive compensation
Ensure that your employees are compensated fairly for their work. Are there any benefits you can include in their package? Regularly review your compensation packages to ensure they remain competitive within the industry. Ensure employees are paid on time and in full, as not doing so can have a dramatic effect on employee motivation and retention as they will feel undervalued and taken for granted
Create an environment they are proud to work in. Stay up to date with innovations and technology. Include them in the implementation process so they contribute to these progressive updates. This will help support the implementation strategy and help them to understand the added value of the investment.
Cultivate a leadership mindset
As the leader of a dental clinic, your approach and mindset sets the tone for the entire team. Strong leadership is essential in creating a motivated, engaged and loyal workforce. Ensure you:
Lead by example. Your behaviour, attitude, and work ethic will influence your team. Demonstrate the qualities you wish to see in your employees – integrity, dedication, empathy and a commitment to excellence
Share your vision. It’s important to share your business goals with the team. Seek out the team’s ideas and input. Not only will this help support change management, but it will also help the team feel part of the solution, therefore making them more invested in supporting you to achieve the desired outcome. Discuss the ‘why’ behind the vision to ensure the team understands how these changes will benefit them and the company as a whole
Empower your team. Trust your employees to make decisions and take initiative. Micromanagement can stifle creativity and lead to disengagement. Instead, give your team the autonomy to manage their responsibilities, which can boost their confidence and job satisfaction
Encourage a growth mindset. Promote a culture of continuous learning and improvement. Encourage your team to embrace challenges, learn from mistakes, and see setbacks as opportunities for growth. A growth mindset can lead to innovation and higher performance.
Prioritise employee wellbeing
The wellbeing of your employees is directly linked to their productivity and engagement. Prioritising their physical, mental and emotional health will not only make them feel valued but also enhance their overall performance. Tips include:
Team temperature check. Regularly check in with your team through one-on-one meetings or team meetings. Create an environment of psychological safety where employees can share their thoughts, ideas, and concerns without fear of judgment. This openness builds trust and ensures that employees feel valued and that they are contributing to the success of the clinic
Mental health support. Does the environment allow for employees to feel their mental health can be discussed in private, which can help reduce stigma and ensure employees feel supported?
Healthy workplace initiatives. Something as simple as healthy snacks in the break room, encouraging people to get some fresh air or a walk on their break shows the employee their wellbeing is valued, which will improve morale and reduce absenteeism
Team-building activities. When was the last time you did something together as a team that was not work-related? Whether it’s an off-site retreat, a team lunch or a group volunteer project, these activities help build stronger relationships and a sense of community among staff
Exit interviews. When an employee does leave, conduct an exit interview to understand their reasons. Use this feedback to make any necessary changes to improve retention in the future. Be open to receiving negative feedback and see it as an opportunity to make improvements where needed.
What are the leading causes of staff attrition?
There are several reasons for losing staff, including workload levels, low pay and poor understanding over their duties. Some of the leading causes of staff attrition include:
Lack of time invested in training a team member leaves them feeling stagnant and sometimes unequipped to carry out certain duties
Lack of clarity around roles and responsibilities can lead to further frustration with teams. High levels of workload can lead to the employee’s feeling stressed and without adequate systems and processes in place this can lead to further overwhelm
Below standard industry salary, employees need to feel valued so a fair salary to reflect their efforts and experience is essential as well as being paid on time. It’s important to remember that money correlates to the feeling of ‘security’. If we look at this in relation to Maslow’s hierarchy of needs the basis of human needs is the feeling of being safe and secure. Therefore, if an employee has large financial commitments and a family to support, late payment of a salary they strongly rely on can break down trust, respect, and loyalty to their employer.
Other areas like poor management and an unhealthy work culture can also lead to an increase in attrition rates. It comes back to employees’ need to feel connected to a business and their colleagues.
There are also the quiet quitters. Quiet quitting refers to an individual doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than is absolutely necessary. The effort reflects how they perceive they are valued and a measure of their contribution. This includes not staying late or coming in early, and missing non-essential work meetings.
This can really affect the culture, the performance of the business, and the patient experience.
Conclusion
Creating an inclusive culture, showing appreciation, fostering growth, and maintaining a strong leadership mindset are all critical components in engaging and motivating your dental clinic team.
When employees feel valued, supported and inspired, they are more likely to stay with your clinic, deliver exceptional patient care, and contribute to the long-term success of the practice.
By prioritising your team’s wellbeing and professional development, you’ll not only retain top talent but also build a thriving, positive workplace that benefits everyone involved.
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