If you’ve read my book, you know that I believe that you should incentivize your team as the practice grows, based on hitting predetermined goals. You also most likely know that I recommend bonusing the whole team proportional to their income, not singling out individuals and giving different ranges of bonuses to each based on their roles.
Now I’ve discovered a twist that gets the team really focused: weekly bonuses. Instead of doing it monthly, which I previously suggested, I’ve found practices getting great results by doing their incentives based on hitting the goal for the week, or exceeding it. This keeps the team’s eyes on the prize. A month seems a little far off, but when they are weekly it makes them think about the production on a daily basis.
Try it for a few months and let me know what you think!