{"id":899,"date":"2018-02-20T21:49:02","date_gmt":"2018-02-20T21:49:02","guid":{"rendered":"http:\/\/blogadvancedpracticemanagement.webaloo.com\/?p=899"},"modified":"2018-02-20T21:49:02","modified_gmt":"2018-02-20T21:49:02","slug":"incentives","status":"publish","type":"post","link":"https:\/\/blog.advancedpracticemanagement.com\/blog\/incentives\/","title":{"rendered":"Incentives"},"content":{"rendered":"

Most incentives need to be \u201cretuned\u201d each year. They should be in line with practice goals and calculated so that it\u2019s Win\/Win. That is, staff share in the practice\u2019s success and wage overhead is kept proportional to collections. Here are some important ground rules for any Incentive Program:<\/p>\n

    \n
  1. All incentives are subject to change or discontinuation at any time based on the Doctor\u2019s discretion.<\/li>\n
  2. Incentives are meant to pull the team together, not apart. If they\u2019re causing discord, they may be discontinued.<\/li>\n
  3. Individual team members can be pulled off the incentive if, in the Doctor\u2019s opinion, they are not appropriately contributing to the team effort.<\/li>\n
  4. All incentives automatically cease at year-end subject to next year\u2019s goals and strategies.*<\/li>\n<\/ol>\n

    The last one is most important, because otherwise there\u2019s a real danger the staff will just take the incentives for granted. Incentives can lose their power to stimulate performance over a long period of time. They must be set to coincide with practice objectives.<\/p>\n

    We can help you set up or \u201cretune\u201d your incentives. Just call.<\/p>\n

    *Hygienists paid in some form on their productivity, are not really on incentive programs so much as a \u201ccompensation formula\u201d. So those are not as readily subject to change or discontinuation, but you still must give yourself some leeway in doing so.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Most incentives need to be \u201cretuned\u201d each year. They should be in line with practice goals and calculated so that it\u2019s Win\/Win. That is, staff share in the practice\u2019s success and wage overhead is kept proportional to collections. Here are some important ground rules for any Incentive Program: All incentives are subject to change or […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"wds_primary_category":0,"footnotes":""},"categories":[24,36],"tags":[],"class_list":["post-899","post","type-post","status-publish","format-standard","hentry","category-apm-news","category-bulletin-articles"],"_links":{"self":[{"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/posts\/899","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/comments?post=899"}],"version-history":[{"count":0,"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/posts\/899\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/media?parent=899"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/categories?post=899"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.advancedpracticemanagement.com\/blog\/wp-json\/wp\/v2\/tags?post=899"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}