Recognize and Reward

Easy-to-understand incentive programs provide ongoing motivation for employees working in all areas of a medical aesthetic practice.
Cheryl Whitman

There is an old adage in sales that says, sales performance is made up of equal parts sales ability and sales motivation. Meaning, the most skilled salesperson on Earth won’t close many deals if she is not properly motivated. If your practice is focused on increasing procedure or retail sales, a staff incentive program can help motivate your employees to achieve this goal.
In developing an employee incentive plan, it is important to create a system that is clear, straightforward and fair to all concerned. While it is possible to create healthy competition among staff members, too much focus on competition can prove counterproductive in terms of staff morale and overall performance. Additionally, while sales are important, service quality must also be rewarded. (Patient satisfaction surveys are a reliable way to track quality of care.)

Rewards That Motivate

Incentive programs not only increase employee productivity, loyalty and morale, they help your practice attract and retain motivated, goal-driven staff members. While cold hard cash appeals to virtually everyone, it is important to remember that money is not the only incentive that motivates people.


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Other options include:

Merchandise. Some people would prefer to receive that hot item of the moment, rather than the cash equivalent. This also applies to services offered by the practice. Individuals who seek employment at medspas and cosmetic practices often want to undergo medical aesthetic procedures to enhance their own appearances, and they will work harder in anticipation of being rewarded with free injectables, laser treatments or peels.
A Memorable Experience. Offering an experience, especially one you know an employee craves—such as an all-expenses-paid weekend getaway, a free plane trip or tickets to a concert or sporting event—can create memories and motivation that will last a long time.
Public Recognition. Taking time to recognize leading performers with awards or a special luncheon or party is a good choice for practices on a limited budget as this costs less than commission-based incentives. However, if everyone is recognized, the incentive factor will be minimized. If some are left out, that too can create morale problems. These rewards are most effective when tied to direct and measurable actions.
Workplace Privileges. Give your top performers their own treatment rooms, paid continuing education or a more flexible work schedule.