Saturday, March 3, 2012
While I think money is a great tool for motivating your staff, I have received a number of responses to my recent motivation series (see Enhance Productivity! all members and Productivity-based Compensation A Motivation Killer? all members) pointing out that it is not the “only” tool for provider organizations looking to inspire their staff to greater production levels.
Most recently, Tom Henry, the Manager of Mountain and Co-occurring Services and Jefferson Center for Mental Health wrote to us, saying, “…motivation is more about the organization’s mission and how compelled the employee feels in participating in the mission than compensation. Indeed, people want to be a part of something greater than themselves; they have a need for freedom in their part of the mission; a sense of mastery at their craft; and feedback in how they are progressing toward fulfilling the mission. The key for leaders is to link the mission with the employee needs and provide a path to get there, coach for increasing mastery and celebrate milestones. This philosophy will be key in responding to the changes of integration and health care reform.”
I couldn’t agree more. There are many important ways any business organization can keep its staff motivated and on track with organizational goals. Friendly working environments, team socializing, assisting with setting individual goals, and management open door policies all jump to mind as useful motivational tools.
Motivating your staff with money in terms of bonuses, promotions, and raises is just the tool that I find to be the easiest to use, most accurate to keep track of, and widely applicable to a variety of different kinds of people. But in the end, a lot of what you are doing is finding ways to positively highlight and recognize the accomplishments of your staff for demonstrating the excellence your organization requires. In a system that directly links clinician compensation to productivity, once individual productivity standards are met, your clinician is free to spend their time as they choose, whether providing additional compensated services or as personal time.
The truth is, you can give staff recognition in a variety of ways, limited only by your creativity and how well you know your staff. If you have a non-monetary recognition program you also find to be extremely successful, please share with our team at firstname.lastname@example.org.
Rejean Carlson, MBA
President, OPEN MINDS
For another free resource, see: Staff Recognition: More Important Than Ever all members
This is free for the next sixty days to all registered OPEN MINDS Circle members.