How can you reward your remarkable on-call scheduler for his (or her) efforts in a way that can also inspire others? Do they even realize what a meaningful impact their position has within the organization?
After the industry “baseline rewards” of salary, benefits, and a few perks to assure “fairness” are met… then what? David Pink’s book “Drive: The Surprising Truth About What Motivates Us” may have some new ideas.
According to Pink, the traditional if/then contingency rewards such as cash bonuses are fine for routine, highly controlled jobs. However, contingency rewards no longer as effective for modern jobs that are complex, self-directed, and require creative thinking such as those involving on-call scheduling for your physicians!
The problem with a strict cash reward is that it usually spent in a relatively short period of time and its effect fades away soon thereafter. Such “bonus” type rewards also tend to focus efforts on short-term results and on the reward itself, rather than the long-haul behavior that sustains the organization and that can be an inspirational example to others. Such short-term focus also encourages burnout of your scheduling “hero” and does not encourage spreading “how-to” knowledge within the on-call scheduling team.
According to Pink, what’s needed are more “now that you already are doing this… then” type rewards to thank your call scheduling staff for the great job they are already doing.
Here are some general reward criteria for the call-scheduling team, inspired by Pink:
Here are a few more detailed reward ideas:
Don’t forget to reward your exemplary On-Call Schedulers in a meaningful way that can inspire others. It’s time to make these “unsung heroes” visible to the organization they serve.
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