As much as we love our jobs and co-workers, all of us come to work for one reason: money. Gotta' pay the bills, sock away
some savings, and hopefully enjoy life a little while we're at it. We all know money motivates us to go to work, but can more
money motivate us to work harder once we're there? I surveyed 120 veterinary team members to find out.
I distributed a simple survey to query the team members at 10 veterinary practices I work with, asking what motivates them
most. The results are good news to anyone trying to increase productivity without breaking the bank—or trying to be satisfied
working at a practice without the budget to offer large salaries. Competitive pay certainly attracts and retains the best
employees; however, when it comes to motivating performance, money can fall short.
Finally! Proof that handing over—or getting—a wad of cash isn't the only way to get a job done. What really fuels team members'
fire on the job is less about economics and more about emotions. Managers, to take your team from average to all-star, pay
attention to the following key motivators that came up repeatedly in survey results. Not a manager? This study teaches you
something too: If you're feeling unchallenged or underappreciated, you can break out of that rut and shine.
1. Notice unique contributions
When asked about past job success, 93 percent of polled employees said they invested themselves most in jobs that were strongly
suited to them. In these jobs, the employees viewed their contributions as unique. The tasks came with tangible goals, the
jobs were clearly valued in the workplace, and the employees were singled out by others for earnest appreciation.
Managers: This means you need to find the right person to complete each task. Make sure that when you assign a project to someone,
she's enthusiastic about it. Give it start and end dates so she'll have a finish line to cross. Check in with her frequently
to see how it's going. Procrastination is not always a sign of laziness. It can also act as a good barometer for whether the
team member feels suited to the task. Is this extra work? Yes. But the time you spend will pay off in improved results.
Team members: Don't be shy about letting your supervisor know your strengths. The task that you find is a snap may be someone else's weakness.
When you're assigned jobs you excel at, your quick success will be a boon for your practice manager—and that makes you both
2. Get out of the way
A whopping 95 percent of veterinary team members said they'd work harder if they felt their efforts were worthwhile and would
be appreciated. They added that feeling ownership of a task would also boost their performance.
Managers: Once you find a person who's well matched to her assigned task, let her run with it. Acknowledge to the staff that this individual
leads in this area and should be the go-to person for questions. At my practice, we found a staff member who paid strict attention
to clients' bills, so we asked if she wanted to help with accounts receivable. She set up her own reminder system for payments
and now has a small office in one of our reception areas. She owns her role as our "money maven" and is very proud of it.
More important than allowing team members to own tasks is to stop coming up with answers for them and start asking questions.
Solutions that come from your employees will go further and faster than yours. Once they provide you with their ideas, help
team members polish them into clear, straightforward plans of action.
Team members: If you'd like to head up a certain project, ask. To make your manager more comfortable, you could suggest that he or she
monitor your work at certain checkpoints along the way. Also remember that many tasks are more enjoyable when you share them.
If your boss delegates a job to you, request that another team member work alongside you. The buddy system might mean you'll
have more fun and get the task done faster.