We asked you, the subscribers of DE Expert Tips eNewsletter, to share details about successful staff incentive programs that you implemented into your practice. Below are a few of the responses we received.
“Two percent of the amount over the monthly collection goal goes to each team member.”
“My incentive program is aimed at my assistants. Their bonuses are tiered according to the production goals of the month. It has worked beautifully, with an overall increase in $10,000 gross monthly production over the previous year.”
“We have two monthly goals for collections — 1% and 2%. These goals are realistic but require all employees — front office, hygienists, and assistants — to provide excellent and purposeful service in taking care of our patients’ needs, all while being aware of the importance of the procedures recommended and the collection for the procedures performed.”
“If we reach the minimum collection amount for 1% up to the minimum for 2%, all the employees share 1% times that gross amount. It is distributed by the number of hours worked in that month, not by position or salary. When we reach 2% or more we do the same with the gross collections multiplied by 2%. This is distributed the same way. It usually amounts to $1,600 to $4,000 a month as a bonus to share among the employees.”
“I place a lottery ticket in their paycheck just to say thanks.”
“The baseline is 20% of collections for the past three months devoted to staff salaries. If collections exceed 20% of staff salaries, then the excess is distributed to staff on basis of time worked and base salary.”
Please click here if you would like to share your staff incentive program with us for inclusion in a future eNewsletter.
Please feel free to comment below on this article and share your thoughts. Do you plan on implementing any of the incentive programs listed above? Do you feel that any of the above programs are too generous or not generous enough?