Abe Jarjoura D.D.S., M.S.
Continuing on with Herzberg’s Two-Factor Theory ( please refer to “Why do Employees Leave? blog) , we will explore the Motivators ( Satisfiers) in more details along with some real life examples from our own business ( Dental care Team Group LLC.)
When employees are engaged in tasks that allow for personal growth, achievement, and recognition, they are more likely to feel motivated and fulfilled in their jobs. The absence of motivators may not necessarily cause dissatisfaction, but their presence significantly enhances job satisfaction and encourages employees to work harder and be more committed.
Motivators are intrinsic factors that are directly related to the content of the work itself. These factors lead to higher levels of job satisfaction, personal fulfillment, and increased motivation when they are present. Motivators tap into employees’ deeper psychological needs and can significantly drive performance and engagement.
Key Motivators (Satisfiers):
- Achievement: Employees feel motivated when they accomplish meaningful work, complete challenging tasks, or meet important goals. A sense of achievement gives employees a personal sense of fulfillment and motivates them to continue performing well.
- Recognition: When employees’ efforts and achievements are acknowledged, whether through praise, awards, or promotions, it boosts their morale and motivates them to work harder. Recognition can come from supervisors, peers, or the organization as a whole and is a key driver of long-term motivation.
- The Work Itself: The nature of the work an employee does can be a strong motivator. Work that is challenging, interesting, and allows for creativity or problem-solving can lead to job satisfaction. Employees who find their tasks meaningful are more likely to engage deeply and perform better.
- Responsibility: When employees are given responsibility and autonomy over their tasks, they tend to feel more trusted and empowered. This fosters ownership over their work, which is a powerful motivator. Increased responsibility also helps employees feel that they have control over their outcomes, further enhancing satisfaction.
- Advancement: Opportunities for promotion and career progression provide employees with a clear path for growth within the organization. The prospect of advancing to a higher position motivates employees to develop their skills, take on new challenges, and invest in their personal development.
- Growth: Employees value opportunities for continuous learning and personal development. Whether through training programs, mentorship, or new assignments, growth opportunities enhance an employee’s skill set and promote a sense of accomplishment and future potential.
Achievement: Foster Meaningful Accomplishments
Recognition: Acknowledge and Celebrate Success
The Work itself: Design Meaningful and Engaging Tasks
Responsibility: Empower Employees with Autonomy
Advancement: Create Opportunities for Career Progression
Growth: Support Continuous Learning and Development
Their absence may not decrease satisfaction, but their presence can significantly enhance it.
Practical Action Steps to Fulfill Motivators (Satisfiers)
To create an environment where Motivators (Satisfiers) are present, organizations should take deliberate and practical actions that align with Herzberg’s Two-Factor Theory. The presence of these motivators not only increases job satisfaction but also drives employees toward higher levels of engagement, performance, and personal fulfillment.
Below are practical action steps to enhance key motivators such as Achievement, Recognition, The Work Itself, Responsibility, Advancement, and Growth
1. Achievement: Foster Meaningful Accomplishments
- Set Clear and Challenging Goals:
Example: A dental hygienist is tasked with increasing patient compliance with at-home care by 20% over six months. The practice provides tools like educational brochures and tracks progress through patient surveys. Regular check-ins with the practice manager ensure the goal remains attainable and adjustments are made as needed. - Provide Feedback and Milestones:
Example: A dental assistant working to improve chairside efficiency receives weekly feedback on setup times and celebrates milestones (e.g., reducing setup time by 15%) with a team lunch or gift card recognition. - Encourage Problem Solving:
Example: A senior dental assistant is assigned to redesign the instrument sterilization workflow to reduce delays. They analyze bottlenecks, propose changes, and implement a new system, which is later recognized during a staff meeting for its impact on efficiency. - Create Opportunities for Cross-Functional Projects:
Example: The front desk team collaborates with hygienists to streamline patient scheduling, reducing wait times by 30%. This project fosters teamwork and highlights the importance of cross-departmental coordination.
2. Recognition: Acknowledge and Celebrate Success
- Public Acknowledgment:
Example: During a quarterly meeting, the practice recognizes a dental hygienist for achieving the highest patient satisfaction scores, sharing their success story in the company newsletter. - Employee Awards and Honors:
Example: The practice introduces an “Exceptional Patient Care Award,” given monthly to a staff member who goes above and beyond in patient interactions. Winners receive a certificate and a small bonus. - Peer-to-Peer Recognition:
Example: Implementing a “Dental Stars” program where employees nominate colleagues for contributions like teamwork or innovation. Nominations are shared in team meetings, fostering camaraderie. - Personalized Praise:
Example: The dentist writes handwritten thank-you notes to staff members who worked overtime during a busy period, acknowledging their dedication personally. - Monetary Rewards:
Example: Offering performance-based bonuses tied to achieving goals like increasing patient retention or reducing appointment cancellations.
3. The Work Itself: Design Meaningful and Engaging Tasks
- Job Enrichment:
Example: A dental assistant is given additional responsibilities such as managing inventory for supplies, allowing them to take ownership of an important operational task. - Match Skills and Interests:
Example: A receptionist with strong social media skills is tasked with managing the practice’s Instagram account, creating engaging content that highlights patient success stories. - Provide Creative Freedom:
Example: Hygienists are encouraged to develop personalized oral hygiene plans for patients, tailoring recommendations to individual needs rather than using generic templates. - Delegate Problem-Solving Tasks:
Example: When patients complain about long wait times, the front desk team is asked to brainstorm scheduling adjustments and implement solutions that improve efficiency.
4. Responsibility: Empower Employees with Autonomy
- Delegate Authority:
Example: Allowing hygienists to decide on treatment priorities during appointments without requiring constant approval from the dentist builds trust and autonomy. - Accountability and Ownership:
Example: A dental assistant is put in charge of ensuring compliance with sterilization protocols, including training new hires on proper procedures. - Cross-Training and Job Rotation:
Example: Front desk staff cross-train as treatment coordinators, gaining exposure to different aspects of patient care while enhancing their skill set. - Project Leadership Opportunities:
Example: Assigning a senior assistant to lead the implementation of a new digital X-ray system from vendor selection to staff training fosters leadership skills and accountability.
5. Advancement: Create Opportunities for Career Progression
- Promote from Within:
Example: A dental assistant who demonstrates leadership is promoted to office manager after completing additional training in practice management. - Development Plans:
Example: Each employee has an individualized career plan outlining steps for advancement, such as certifications or leadership roles within the practice. - Leadership Programs:
Example: High-potential employees are enrolled in leadership workshops or mentorship programs with senior dentists to prepare them for future roles as practice managers or lead clinicians. - Regular Performance Reviews:
Example: Conducting quarterly reviews that focus on both current performance metrics (e.g., patient satisfaction) and long-term career aspirations, setting clear timelines for promotions.
6. Growth: Support Continuous Learning and Development
- Professional Development Programs:
Example: The practice covers costs for staff members to attend industry conferences or complete certifications like coronal polishing or nitrous oxide administration. - Tuition Reimbursement:
Example: Offering reimbursement for employees pursuing advanced degrees like dental hygiene or practice management certifications shows commitment to their growth. - Mentorship Opportunities:
Example: Pairing junior hygienists with experienced mentors who provide guidance on clinical techniques and career development fosters growth within the team. - Job Shadowing and Stretch Assignments:
Example: Allowing assistants interested in hygiene school to shadow hygienists during procedures provides hands-on learning opportunities while broadening their skill set. - Knowledge-Sharing Culture:
Example: Hosting monthly lunch-and-learn sessions where team members share insights on topics like new technology or patient communication strategies encourages continuous learning within the practice.
Conclusion
Motivators Drive Performance: Motivators tap into employees’ deeper psychological needs for achievement, recognition, and growth. When organizations focus on providing these motivators, they enable employees to feel more connected to their work, driving higher engagement and productivity. For example, employees who are given responsibility for important projects or opportunities for advancement are more likely to feel invested in the company’s success and perform at their best.
In essence, it is the motivators that drive employees to exceed expectations and contribute to the organization’s long-term success.
Abe Jarjoura D.D.S., M.S.
Founder: Dental Care Team
Newsletter: “five 4D Newsletter”
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