You’re leading a healthcare team that’s lost its motivation. What can you do to reignite their passion?

I have been in and seen this position many times and ultimately it's the leaders personal characteristics that are going to make the difference. Reigniting the passion calls for a combination of things starting with empathetic leadership. This, to me, is the cornerstone, closely followed by clear communication, and strategic actions and innovations aimed at addressing the underlying issues.

First and foremost, it's really important that you are ready to listen! Because if you are not, it's a nonstarter. Working with a pre-conceived notion, or thinking that you know everything about the problem is a wrong start. So, first step is to listen with an open mind, make the person feel comfortable and give it time. The next step is to assess without jumping onto conclusions. And then only you can arrive at an unbiased hypothesis.

Start with open and honest conversations to understand their frustrations, challenges, and concerns. Listening empathetically will help identify specific issues affecting their motivation.

Open Communication: I like to create an environment of open communication! It's good to schedule team meetings to discuss concerns, challenges, and individual aspirations. Encourage team members to share their thoughts on what motivates them and what improvements they'd like to see. Clarify Purpose and Vision: I enjoy reminding my team of the overall purpose and vision of the medical aesthetician practice. Be sure to reconnect them with the positive impact they have on patients' lives, while boosting their sense of purpose and contribution.

First and foremost, foster a positive work environment by staying empathetic and personable. Check in with team members, build those relationships so they feel comfortable sharing their concerns and ideas. Actively listen, and strive to give them "wins" in areas they are struggling in. Acknowledge hard work and accomplishments through verbal praise and rewards, and truly be empathetic when they are struggling.

As a team leader, we need to assess individuals for different tasks, particularly that require focus and concentration . That can be achieved by giving small tasks with goal setting, as this will help analyse everyones capacity and focus. Overall assessment should be done as to which particular task a member can do and then teams are formed accordingly. In health care, a team should be allotted one task within a stipulated and after completion, the results positive or no result also should be appreciated. Leader has be more informed and work harder than whole team for respect and motivation Hence appreciate even small tasks by the members and lead the team like a worker who is not afraid to work any amount for achieving the target goals.

Remind the team of the bigger picture and the impact of their work on patients' lives. Highlighting individual contributions to the team's success can reignite a sense of purpose and pride in their profession. E.g in my hospital, I organized a surprise meeting. I asked my team to post all the thank-you notes from patients, each story highlighting the team's compassion and skill. As the staff entered, they read, laughter and tears filled the room, reigniting their shared passion. It was a vivid reminder that beyond the daily grind, their work forged miracles in people's lives.

One thing that companies fail to establish is revealing that statistics to the employees… this helps them understand how important their efforts are on a literal basis…you would want to see the fruits of your hard labor…

Encourage team members to take initiative and make decisions in their areas of expertise. Empowering them enhances their sense of ownership and involvement in the team's success. e.g in my hospital setup, I noticed the strain on families due to restrictive visitation policies. I invited my staff to suggest changes, empowering them to lead the discussion. Staff Mohsin proposed a flexible schedule allowing more parental bonding without compromising care. Implementing this, we witnessed profound impacts: happier families, calmer babies, and a more motivated team, proving the transformative power of embracing staff-led innovations in patient and family care.

Assigning tasks that align with their strengths and expertise shows trust. This approach not only reduces micromanagement and bureaucracy but also promotes a culture of trust and autonomy within the team. I will encourage them to make decisions & solve problems independently, however providing guidance and support as needed through leadership coaching. Offering flexibility and choice in work arrangements will allow team members to tailor their schedules and environments to suit their preferences and enhance productivity. By demonstrating trust, appreciation, and respect for their contributions, it will create a positive work environment where team members feel valued and motivated to excel.

However, being given more responsibility might mistakenly birth micromanagement … we can carefully explain the importance of taking charge at lower levels through consultation and reliable methods that are at the team’s disposal….

Taking time to learn each team member is crucial, and ensuring all team members understand their expectations will decrease the risk of low performance once communicated clearly. Ensuring the team has access to all resources to excel in their roles and motivating them toward their strengths may improve retention and team morale.

Spot trainings and peer support… you’re only as good as your team members…there are a lot of online platforms that you can share with others in order to empower your team… do not envy your teammates

I don’t care whether arrive work @ 8 am. I don’t care if you choose to work from home or not. I don’t care if you work from the garage while they fix your car. I hired you for a job and I trust you to get it done. Just let me know what you need from me to be successful in your role. And I will show up for you. Life happens! You don’t need to justify to me why you need a day off or to explain how sick your child is to leave early.You don’t need to apologize for having a personal life. Yes, I care about results but I also care about you. We are all human and we are all adults. I lead people. I don’t run an adult day care center.

From my humble experience and having led various health care teams prioritizing open communication to address concerns and foster a sense of value was essential,Defining clear goals, recognition and appreciation of team efforts regularly was also a key cornerstone and invest in professional development for skill enhancement. Organize team-building activities, provide autonomy, and empower team members to take ownership. Prioritize wellness with initiatives for work-life balance, and establish a feedback mechanism for continuous improvement, maintain leadership visibility, and be flexible in adapting strategies. Remind the team of the meaningful impact of their work to renew a sense of purpose. Motivation is an ongoing process.

Annual retreats are essential to building relationships up and down the line. If you are a senior or executive leader, plan space away from work where you can bring your leaders into an environment that is conducive to learning. Don’t focus on work here, focus on concepts that help build shared understandings about what we feel when we go to work (happiness, resilience, motivation). If you are a mid-level manager, or do not have the ability to schedule an event away, reserve one of the large conference rooms and invite your peer group. Remember to stay engaged in the material and most importantly- make it fun! I write personalized welcome notes to show how much the day matters to me and express how thankful I am to have the team join.

Implement a peer recognition program where team members can acknowledge their colleagues' hard work, dedication, and achievements. This can be done through shout-outs during meetings, a dedicated space on a bulletin board, or through an internal newsletter.

Promoting trust through active listening and transparency encourages open dialogue, while acknowledging achievements promotes a positive team culture. With ongoing diversity training it raises awareness of cultures and biases while promoting inclusivity, ensuring equal opportunities. Setting clear expectations for respectful behavior and prompt issue resolution cultivates a climate of respect. Monthly team-building activities, such as scavenger hunts or community service projects, enhance bonding and morale, further strengthening the team. An intentional approach of consistently demonstrating appreciation and support can help team members feel valued and connected, motivating collective success.

After implementing new strategies to boost morale, I initiated monthly feedback sessions with my healthcare team. During one session, several nurses voiced concerns about workload balance. Acting on this feedback, I adjusted shift patterns and introduced peer support sessions. These sessions led to emotional support, stress reduction, and skill sharing. These changes not only improved morale but also enhanced patient care, showcasing the value of adaptability and continuous dialogue in fostering a positive work environment.

1. Recognize and Reward Efforts: Implement a system to regularly acknowledge and reward individual and team achievements. Recognition can be a powerful motivator, reinforcing the value of their work. 2. Promote Work-Life Balance: Encourage and facilitate a healthy work-life balance. Overwork can lead to burnout, so help staff manage their schedules, offer flexible working hours where possible, and support time off. 3. Facilitate Career Development: Offer opportunities for career advancement and professional growth. This could mean providing access to training programs, conferences, or paths to promotion within the organization.

Motivation can wane, but reigniting passion is possible. Start with open dialogue to understand concerns and provide support. Foster a culture of appreciation, acknowledging achievements big and small. Empower team members by involving them in decision-making and goal-setting. Offer opportunities for growth and development. Lead by example, demonstrating enthusiasm and dedication. Together, we can reignite the fire within our healthcare team!