Only 33 percent of workers feel “engaged” in their work, according to a recent study by Gallup. Worldwide, these numbers are even worse at just 13 percent of workers saying they are engaged!
I believe that life is largely about learning and growth. They do not teach us this in dental schools. And I have learned more by surrounding myself with intelligent people, by experiencing life, by taking risks, and by struggling and evening failing occasionally. Actually, a lot. And through my learning and challenges, I have not been bored and I have been fully engaged to learn from my mistakes.
Through it all, I’ve observed that the best leaders encourage learning by intentionally and consistently elevating their team so they can stay engaged and grow.
Employee engagement is when team members feel passionate about their jobs, are committed to the office, and put additional effort into their work. Engaged team members have the freedom to do what they do best, opportunities to develop their job skills, and are allowed to contribute their opinions as part of their work. Engagement is directly related to positive business outcomes.
Working as a temp in over 100 offices in the Atlanta area, I noticed two things the most successful and engaged practices shared in common: a growth and ownership mindset.
Top employers create a culture of team members who think and act like owners. What I witnessed working in so many different offices as a temp hygienist was that those who offered bonuses, profit-sharing or aligned employee goals with practice’s goals were the ones that thrived. When employees understand that the practice’s financial success is tied to their own, magic happens.
It makes no sense to have your best team members move on to the next dentist because they don’t feel valued, challenged or invested in. Employees experience a state of deep engagement as they learn, grow and gain traction. Maintaining the learning curve is crucial – you can always find new challenges and long-term team goals.
So, how does a company stay at the top of their game and become the kind of boss people love to work for?
The best leaders encourage learning and elevate their team. A closed mindset comes from scarcity. I have heard dentists say, “But what if I train them, then they leave?” I prefer to think, “Oh, but what if you train them and they stay?”
Being a leader who invests in employees and their engagement is what attracts and keeps team members. It is crucial in this job climate! When we spend a third of our lives at work, why not create a team and place, where you, and the people who work for you, love to work?
Posted March 3, 2021
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