The best way to reward a job well done is to simply treat staff members right and value each person’s contribution to your practice.
It’s that time of year again, and everyone is asking “Should we give holiday bonuses?” My answer remains the same -- why? The best way to reward a job well done is to simply treat staff members right and value each person’s contribution to your practice. This philosophy can create a culture of respect, where providing a great work environment and a top-notch salary reflects your appreciation and concern.
Personally, I am not a proponent of holiday bonuses. Too often staff view the holiday bonus as an entitlement rather than a gift that the practice elects to provide. I think there are more effective ways to provide a bonus, such as an incentive plan.
So how do you broach the topic of change if you’ve been in the habit of giving bonuses every year? First, don’t spring the surprise on your staff abruptly; I guarantee it will lead to disappointment and resentment. Talk about changes to the holiday bonus far in advance, and give your rationale for your decision. Also, make sure to let your staff know you will be replacing the bonus program will something else.
Here are some ideas for replacing holiday bonuses with incentive plans that will be a win-win for both your staff and practice:
Using these approaches to tie employee/practice performance to financial bonuses benefits both staff members and your practice by encouraging teamwork and personal excellence. Being rewarded for a job well done will ultimately mean much more than the typical holiday bonus that is given regardless of performance or your practice’s financial health.
Judy Capko is a healthcare consultant, speaker, and author of the popular books “Secrets of the Best Run Practices, 2006” and “Take Back Time, 2008.” She is a popular speaker at national and regional conferences. Judy is the owner of Capko & Company based in Thousand Oaks, Calif. She can be reached at firstname.lastname@example.org.