Pay, praise and promotions may have some effect on motivation levels in the workplace. But these three Ps pale in comparison to more personal factors, such as the Top 5 of the oft-cited research by Rewick and Lawler: job challenge, accomplishing something worthwhile, learning new things, developing skills and abilities, and autonomy.
Take this Self-Quiz, answering True or False, to see how you’re doing in lighting and kindling the fire of enthusiasm in your employees.
QUIZ
- I know things about the personal lives of those who work with me, such as how many children they have or their special hobbies or musical taste.
- I try to ask questions rather than give direct orders.
- When making a request, I match the benefits of the task to the goals and values of the person I am asking.
- I give specific and sincere praise for improvements in performance, so as to let people know that I have noticed. I celebrate successes.
- When I give criticism, I begin with honest appreciation for what is being done well and right. I follow that with an “and” rather than a “but” before delivering criticism.
- Put simply, I treat others the way I would like to be treated.
- I set goals that are reasonable but that require stretching. Whenever possible, I work with individuals to set goals together.
- I respect the professionalism and expertise of those I supervise. I ask for their input in planning, and I give them autonomy and authority to complete projects.
- I share my own thinking and values around the goals and projects set.
- Rather than worry too much about others’ weaknesses, I focus on building their strengths.
- If those I supervise are not motivated, I look first to myself and what I need to change about myself or my approach.
- I give constant feedback, both verbal and statistical, so that my direct-reports always know how they’re doing.
- I am motivated, enthusiastic, transparent and energetic. I have good balance in my work/personal life, and I love what I do. In effect, I am modeling the traits I want to see in others.
- I am always on the lookout for challenging tasks for those I supervise.
- Everyone I work with understands what the company’s mission and vision mean to them as individuals.
If you answered false more often than true, you might want to consider giving the topic more attention. Motivating others isn’t always easy. But because it doesn’t really come from you (it comes from within your employees), it may be easier and more fun than you think. It’s not about what you have to control, but about what you can help unleash!
If you’d like to work on motivation, communication or any other leadership issue, don’t hesitate to reach out!
Rhea M. Haugseth, DMD
Rhea M. Haugseth, DMD maintained a private practice in Marietta, GA from 1982- 2017. She attended the University of Louisville Dental School and completed her pediatric dental residency at Rainbow Babies & Children’s Hospital / Case Western Reserve University in Cleveland, Ohio. She is a Diplomate of the American Board of Pediatric Dentistry and a Fellow of the American Academy of Pediatric Dentistry. She is proud to be a Fellow the American College of Dentists, the International College of Dentists, and the Pierre Fauchard Academy – National Honorary Organizations for Dentists.
Dr. Haugseth is a Past President of the American Academy of Pediatric Dentistry (AAPD), the Southeastern Society of Pediatric Dentistry (SSPD), and the Georgia Academy of Pediatric Dentistry(GaPD). Dr. Haugseth has been a National Spokesperson for the AAPD since 1989 and has been frequently interviewed for radio, print, and national television.
Dr. Haugseth is the Founder (2013) and Director of the Atlanta Pediatric Dental Assistant School in Atlanta Georgia. She is also the Founder (2014) and Director of the Pediatric Dental Team Association. She is committed to pediatric dental team members and continues to develop ways to enhance their knowledge and skills both in and out of the dental office.