Appreciation In The Workplace—

OCT 2019VOLUME 21 ISSUE 10Appreciationin theWorkplace—It Really DoesMake a Differenceby Alan Twigg and Fran PangakisMany employers and employees think they already do agreat job of showing and communicating appreciation.Yet, here are some current and striking statistics*: Only 29% ofwith their work employees are engaged 54% of employees are not engagedwith their work 17% of employees are actively disengaged,meaning they’re regularly sabotaging productive work 79% of employees who quit their jobscite lack of appreciation as one ofthe main reasons for leavingBottom line:You may not be doing as good a jobas you think.When it comes to management styles, people have atendency to mimic the style they learned from previousjobs or employers. After all, we tend to do what isfamiliar to us. And if that style didn’t proactively embraceappreciation in the workplace, odds are you won’tnaturally do it either. Luckily, you’re not stuck with thatmodel; you can learn a different style. There are librariesfull of books on management styles, and there is data onthe most effective among them.For this article, we will focus on one component:motivating by appreciation, i.e., using more carrot andless stick. Ways of expressing appreciation can varywidely. We’ve all heard about Google’s free food andflexible work time benefits. Appreciation is at once bothsimpler and more complex than gimmicks like ping ponggames on Fridays.continues on page 2

previous pageHere are 10 easy ways to expressappreciation to almost anyone:1. Give a verbal compliment2. Write an email3. Stop by and see how someone is doing4. Do something together5. Do a small task for someone6. Offer help7. Buy coffee/tea/snack8. Give a magazine related to an area of interestThe LanguagesQuality TimeAs it sounds, this is quality timeand focused attention given toyour employees, usually one-on-one.The important thing is quality, notquantity. Block out 5-10 minutes,put your cellphone away, tell other staff members not todisturb you, and get ready to listen. A focus on work isimportant; avoid talking about trivial personal events.You may need to ask probing questions: How are things going? How’s your workload?9. High five when a task is completed What do you think of the schedule?10. Greet each other warmly What’s working and not working?Study after study has shown that every employee wantsto know what is expected, how they’re doing, what theycould/should do better, and that they are making adifference. Everyone needs appreciation in order to dotheir best work. The more the appreciation aligns withthe individual, the greater the impact.Developing a habit of spending a few dedicated minuteson appreciation with employees and co-workers onan ongoing basis takes very little time. Investing inworkplace appreciation can yield significant results.Thankfully, some smart people have studied this conceptand found that people’s appreciation needs are notentirely the same. Among those smart people are Dr.Gary Chapman and Dr. Paul White. They have studiedand authored The 5 Languages of Appreciation in theWorkplace.Dr. Chapman is also the author of The 5 Love Languages,which, along with The 5 Languages of Appreciation in theWorkplace, is a New York Times bestseller. Both booksare quick, excellent reads, and are highly recommendedfor both personal and professional growth.One concept behind The 5 Languages of Appreciationin the Workplace is that we all have a primary andsecondary language in which we like to receiveappreciation. Those languages are Quality Time,Words of Affirmation, Gifts, Acts of Service, and Touch.Obviously, touch in the workplace can raise red flags, butan occasional high five or fist bump may, at times, beacceptable for certain people.Getting quality answers may take time. If this is anew experience for the staff, don’t expect them toopen up the first time. Trust will build with persistenceand genuine connection.Words of AffirmationSaying “good job” is a good start, but take it further.Avoid blanket statements to all employees like “greatwork everyone; keep it up.” Find something, in particular,the person did, even if it’s as simple as the way s/heanswered the phone, and compliment that person forthat action. While the old adage is “critique in private,praise in public,” keep in mind that some staff will preferindividual praise over group praise.Other examples of Words of Affirmation: Write appreciation; email is fine, handwritten is better Compliment an employee for an attitude or behavior,such as being optimistic, organized, or self-directed Mention at a staff meeting the solid work someonedid on a difficult projectGiftsKeep it unique. Buying everyone the same present won’tget you the “Boss of the Year” award, nor will givingbasketball tickets to the person who hates sports. Giftsshould be personal and unique to the individual. Thislanguage requires listening and learning. There arecertain gifts, like food, for example, that everyone enjoys.Take your staff out for lunch, or schedule a companydinner where significant others are invited. Gifts do nothave to be expensive; a small, personal gift will go muchfurther than an expensive, impersonal one.continues on page 32

previous pageActs of ServiceEveryone can use a helping hand. Take note of your teamand their workloads. If someone is on vacation, whereis the extra pressure? Can you assist someone with aparticular project? What if you stayed late to help the finalpush of a big task? Could you supply food or completemenial tasks to allow the team to focus on their project?Keep in mind: Ask first, don’t assume the person needs help Be cheerful Do it their way, follow their lead Finish the task, don’t leave them hanginghalfway throughMost people are not aware that these subtle languagepreferences exist, for themselves or others. This cancreate confusion, tension, and resentment. A managermay give a material gift to an employee only to findthe employee marginally excited because his/herprimary language is not Gifts. The manager thinks,“I would have been thrilled to receive this and s/hedoesn’t seem to care at all, what is wrong with her/him?”It has been said that it isbetter to give than to receive.The science now backs thatup. By giving to your employeesand your co-workers, in theirpreferred language, youbecome happier and morefulfilled. You start a positivefeedback loop that yieldstangible financial resultsand reduced stress.Give it a try today!* S OURCE:The 5 Languages of Appreciationin the Workplace, by Dr. GaryChapman and Dr. Paul White.Alan Twigg is Vice President at Bent Ericksen & Associates, withexpertise in client consultations, strategic planning, marketingplan development, operational support, and product development.Fran Pangakis, RDH, CPBC, brings more than 30 years ofexperience in dentistry to her consulting business, with careerwork as a dental hygienist, assistant, and business manager.FMI: www.bentericksen.com, info@bentericksen.com,or (800) 679-2760.Ask the ConsultantQ:I have a hygienist, new to the office,who has informed us she will notpunch out if there is open time onher schedule. I know about “engaged to wait;”however is it still legal to pay administrativerates and ok to have them leave early ifschedule falls apart?A:You are allowed to establish adifferent rate of pay with hygienistsfor administrative work. To do so, youmust establish the rate in advance and preferablyin writing. The rate must be at least minimum wageor higher. If overtime is worked when using twodifferent rates, you must calculate overtime byusing the weighted average method.Check with your state’s labor board, or an HRspecialist, for the most current information asit applies to your office.Response provided by Rebecca Boartfield.Quote-Worthy“I have always believed thatthe way you treat youremployees is the way theywill treat your customers,and that people flourishwhen they are praised.”— Sir Richard Bransonnext pageTrojan Today provides a forum for industry professionals to offer a diversity of information and to provide ideas and suggestions in the area of dentalpractice management. These articles are meant to be informative and do not necessarily represent the opinions of Trojan Professional Services, Inc.3

previous pageSavor theToothpasteTasteAncient Egyptians brushedtheir teeth with a powdery substancemade from pulverized eggshellsand oxen hooves.Using these ingredients in powder form, andmixing with water, was slightly abrasive andmay have been an effective meansof removing remnants left by food.No hints of mint flavoring, though.ServiceSavvyMultiple Benefit PlansQ: When I am searching for benefits on the Trojandatabase, I sometimes come across more than one setof benefits for the same employer. How do Iknow which is the right one for my patient?A: When there are multiple plans to choose from, Trojanlists additional information in the second line of theemployer address and in the Notes and Limitations area.There are many examples where you may encounter this: Preferred or Non-Preferred Preferred or Participating with Premier orNon-Participating with Premier High Option or Low Option Salaried Employees or Hourly Employees Employees Only or Spouse and Dependent ChildrenHere is an example of one of the ways this informationmay be listed:BOBS BARBECUE ROASTERSNON PREFERRED1234 MAIN STANYTOWN, TX 54321Insurance companies may also offer multiple benefitsfor the same employer. This information will also belisted on the second line of the employer address.Below is a list of some of the examples: Sub and Branch numbers: (Sub 25, Branch 001)Check out trojanonline.comfor some of our favorite “classic”Trojan Today articles:10/15 Winning withNumbersby Linda Miles10/25 The GreatestPractice SuccessDeterminantby Peter Barry Division numbers: (Division 32) Plan letters: (Plan DL)Here is another example of one of the ways thisinformation may be listed:AMERICAN WIDGET PRODUCTSSUB 55, BRANCH 0011234 BIG CITY STANYTOWN, PA 65432After you have verified your patient’s eligibility,if you are still unable to locate a particular planin the system, please call our Customer ServiceDepartment and we will be happy to assist you.CALL: 800-633-3060.next pageTrojan Today provides a forum for industry professionals to offer a diversity of information and to provide ideas and suggestions in the area of dentalpractice management. These articles are meant to be informative and do not necessarily represent the opinions of Trojan Professional Services, Inc.4