Getting Team Members to ‘Pull On the Rope’ Part 2
(Link to Getting Team embers to ‘Pull On the Rope’ Part 1)
Questions That Will Improve Team Engagement
Employees in a dental practice need to feel valued on multiple levels to do their best work.
In Part 1 of this series, I discussed the importance of team engagement and how it affects a business’ success. Below, I dive into the fundamental needs that can change your team’s satisfaction with their day-to-day employment.
Understanding the 4 Team Needs That Will Change Your Practice
Wagner and Harter’s 12 elements from “12: The Elements of Great Managing” are divided into four categories based on the concept of a triangle and Maslow’s Hierarchy of needs. The first two have to do with basic needs, the next four with individual. If those are met, the next four have to do with teamwork and the final elements are related to growth.
Example: The first element that must have ‘yes’ as an answer is, ‘I know what is expected of me at work.’
This is the most important category. When people know what’s expected of them, their basic needs are met and it’s easier to move on to their individual needs.
Example: Element four is, ‘In the last 7 days, I have received praise for doing good work.’
This is about recognition for team members that do good work. You must make sure they’re in an environment where that type of response is supported.
The next need is teamwork. I find it interesting that Gallup asks about best friends. Certainly something I see with my own team is that when team members are actively engaged in relationships with each other, they come to work engaged because of those friendships. They don’t call in sick because they want to spend time with their friends at work.
Another example: Element seven is, ‘At work, my opinion seems to count.’
I’m a fantastic micromanager and I always think I have the best ideas. The more I’ve given up on that, the more I’ve noticed my team members are happier with what they’re doing.
And lastly, growth.
Example: The final element is, ‘In the last year, I have had opportunities to learn and grow.’
Employees need to feel challenged in their tasks, not bored or stuck in stasis.
My encouragement is to look through the Gallup Q12 Index questions and consider whether you have had similar conversations with your team members individually. Ultimately, if your team members can respond affirmatively to these questions in your practice, then I’m sure you will discover that they are ‘pulling on the rope.’
How do you help your employees have a more fulfilling work experience? Please leave your thoughts in the comments!
2 thoughts on “Getting Team Members to ‘Pull On the Rope’ Part 2”
Pingback: Getting Team Members to 'Pull On the Rope' Part 1 - PankeyGram
Love this engagement discussion. We rarely take the time to “treat” our team like we would treat patients. Intentionally