Practice Management Alert

Communication is Key to Boosting Morale

Question: We have had many personnel changes in our practice in the past year due to some financial struggles. We have had to cut some positions and put a freeze on raises. Our two physicians do not want to give the employees much information about the practice’s current financial situation because things are looking better but they don’t want to provide false hope too early. I have seen employee morale really slumping, however, and am wondering if providing some hopeful news might help morale. Do you have a suggestion on how open management should be with employees?

Arizona Subscriber

Answer: The answer really depends on the practice, but open communication with supervisors and higher-ups often helps motivate employees. Plus, giving some hope is not a bad thing. You can share details about the current financial picture, and compare it to the struggles of the past year, without making any promises as to what will be happening in the future if things keep looking up.

The key to employee morale really is communication in some form. If there’s one thing that frustrates workers it’s a lack of communication from their supervisor. And with good reason: You’re the one they look to for direction. Believe it or not, one of the most effective ways a supervisor can combat de-motivation is to keep the lines of communication open with their team. This applies especially in times when there have been workforce reductions and people are being asked to do more for less and may even fear they will be the next one let go.

Little things can help boost morale. You can do this in a variety of ways, including:

• Stop by team members’ desks to see how things are going. Just a simple hello will show that you’re interested in what’s going on with them.
• Inquire about their workload, and offer assistance if you sense that they’re overburdened. But do be sure to follow-though when you take some of their work. Offering help and actually doing something are two different things.
• Solicit their input when making a decision that will affect the whole team. This will make them feel like you value their ideas.
• Schedule regular but brief meetings to stay in contact with the team and what’s going on with assignments, and address any problems as they arise. Give them a chance to air concerns and ask questions.
• Offer an open-door policy to your team. This will give them the confidence they need to stop by your office any time with a question or concern.
• Always be honest with your team. If they catch you in a fib, you’ll lose their respect and trust.