{"id":78007,"date":"2025-08-01T00:00:26","date_gmt":"2025-08-01T04:00:26","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=78007"},"modified":"2026-01-05T12:37:40","modified_gmt":"2026-01-05T17:37:40","slug":"incentive-plans-for-veterinary-teams","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/incentive-plans-for-veterinary-teams\/","title":{"rendered":"The Incentive Gamble"},"content":{"rendered":"

H<\/span>ave you ever told someone to \u201cJust do it already\u201d? Parents sometimes say it when telling children to finish their homework. However, what if you were talking to your veterinary team? Does telling someone to \u201cJust do it already\u201d garner positive results, or does it risk disengagement, demotivation and subpar performance? While direct commands are appropriate for achieving short-term compliance (especially in emergencies), ignoring a person\u2019s need for purpose, recognition and reward fails to inspire commitment or enthusiasm.<\/span><\/p>\n

Incentivizing your team members through financial rewards, recognition, career growth opportunities and meaningful work can foster a sense of ownership and motivation that drives productivity and better results. When team members see tangible benefits or feel valued for their efforts, they are more likely to put in extra effort, contributing to a more positive and high-performing workplace culture.<\/span><\/p>\n

An effective employee incentive program can boost motivation, improve performance and enhance job satisfaction, leading to a more engaged and productive team. Financial rewards, professional development opportunities and non-monetary incentives, such as <\/span>extra paid time off or public recognition, can encourage employees to go above and beyond in patient care, client interactions and teamwork. Addi<\/span>tionally, well-structured incentives drive key business goals, such as more patient visits, <\/span>higher client satisfaction and improved operational efficiency. <\/span><\/p>\n

According to Trisha Jones, a consultant, customer development specialist at Elanco and certified veterinary practice manager, \u201cIncentive plans empowered my teams to take ownership and align with goals for the practice\u2019s success.<\/p>\n

\u201cThe team would offer excellent patient care and customer service as a true team, recognizing that each individual played an essential role in the hospital\u2019s functionality,\u201d she said. \u201cIt motivated the team to implement change and personal growth while creating a culture where they felt valued.\u201d<\/span><\/p>\n

When team members feel valued and see a direct connection between their efforts and the rewards they receive, they become more invested in the practice\u2019s success. This leads to better overall clinic performance and a stronger team dynamic.<\/span><\/p>\n

The caveat is that incentive programs might fail to produce positive results in the absence of well-defined, measurable objectives and consistent execution.<\/span><\/p>\n

\u201cIncentive plans need to be designed for the set of circumstances and the individuals,\u201d said Dr. Charlotte Lacroix, a veterinarian, attorney and the founder of Veterinary Business Advisors Inc. \u201cThey fail because they are not specifically tailored. Each employee is motivated by different things; you can\u2019t make them generic. Motivators include time, money, flexibility and equity. They work when they have been thought out and tailored to the specific situation. They also need to be documented properly to solidify the commitment of all involved.\u201d<\/span><\/p>\n

Failing to evaluate and adjust the program over time can render it ineffective as employee needs and clinic goals evolve. A successful incentive campaign requires transparency, inclusivity and ongoing refinement. <\/span><\/p>\n

With all this in mind, you need a standard operating procedure to ensure a successful incentive program. An SOP is a detailed, step-by-step document that outlines how to perform a specific process or task consistently and efficiently.<\/span><\/p>\n

Step 1: <\/span>Clarify the Purpose and Scope<\/span><\/strong><\/h3>\n

An incentive plan should motivate team members while aligning with the hospital\u2019s goals. This key point begins with the purpose or objectives. Will the plan address team engagement, retention or performance? Is it seeking to improve patient care, client satisfaction or revenue production? Who falls under the scope of the SOP \u2014 all team members or a small group of employees? <\/span><\/p>\n

An SOP that aims to \u201cSchedule more repeat patient visits\u201d falls under \u201cJust do it already\u201d and might not produce the desired result. A better alternative could be, \u201cThis SOP applies to every team member involved in scheduling patients. It provides a structured process for the team to efficiently schedule additional patient visits and communicate with clients to enhance patient care, improve productivity and increase revenue while ensuring that patients receive the timely care they need.\u201d <\/span><\/p>\n

Notice the \u201cwhy.\u201d You don\u2019t want a blind \u201cDo it or else.\u201d You desire a higher purpose. (We know that purpose helps with buy-in.) Lest you feel awkward writing a purpose and scope, turn to ChatGPT or another AI chatbot for ideas.<\/span><\/p>\n

Step 2:<\/span> Gather Information<\/span><\/h3>\n

Investigating the incentives is essential, especially if you have a multigenerational team and want to ensure that everyone values the rewards. Be sure to consider monetary bonuses, non-monetary prizes and recognition-based incentives. Conducting a team survey about what motivates them can go a long way in providing ideas for incentives.<\/span><\/p>\n

Examples include extra cash, commission-based pay, profit-sharing, extra paid time off, flexible scheduling, personal wellness programs, special lunches, team outings, peer recognition, progressive responsibilities when someone takes on a stretch assignment, and continuing education support. <\/span><\/p>\n

Some may be structured based on the participants, as shown below.<\/span><\/p>\n

VETERINARIANS<\/span><\/strong><\/p>\n

Examples: <\/b><\/span>Production-based bonus measured by revenue generated from exams, procedures and product sales; client-satisfaction bonuses based on surveys or online reviews; and extra paid time off for maintaining high-quality patient care and teamwork.<\/span><\/p>\n

Attorney Edward J. Guiducci of the firm Guiducci & Guiducci suggests offering stay bonuses to encourage associate veterinarians to remain at the practice in anticipation of a sale. In this case, the associate might want equity in the practice, but the owner doesn\u2019t want to give up any. <\/span><\/p>\n

Instead, the owner could offer a percentage of the profit upon the practice\u2019s sale. The payoff encourages the veterinarian to sign an employment agreement with the buyer. The associate may also receive additional annual payouts for staying for an extended period.\u00a0<\/span><\/p>\n

NURSE TECHNICIANS<\/span><\/strong><\/p>\n

Examples:<\/b><\/span> Skill-based raises for new certifications or skills, bonuses for acquiring skills in high-value procedures, and cash when team-based revenue goals are met.<\/span><\/p>\n

CLIENT SERVICE REPRESENTATIVES<\/span><\/strong><\/p>\n

Examples:<\/b><\/span> Monetary rewards for every wellness plan enrollment, monthly bonuses for maintaining a high percentage of positive client feedback, cash for reactivating lapsed patients, and rewards for attendance and punctuality.<\/span><\/p>\n

KENNEL ATTENDANTS<\/span><\/strong><\/p>\n

Examples: <\/b><\/span>A monthly bonus for keeping a clean, well-managed kennel, rewards for bringing in new boarding or day care clients, and extra pay for picking up shifts during peak times.<\/span><\/p>\n

The other part of the information gathering involves knowing your practice\u2019s history and numbers. For example, if the incentive plan is geared toward <\/span>increasing patient visits, the team needs to understand how they have performed in the past and the new goals.<\/p>\n

Elanco\u2019s Jones offered examples of incentives that worked well with her teams. Sharing data was part of the standard operating procedure. <\/span><\/p>\n

\u201cWe would incentivize labs as a percentage of revenue by determining a particular profit center or lab test we wanted to grow, devise the SOP, train the team, and create equitable incentive plans,\u201d she said. \u201cAnother plan involved payroll as a percentage of revenue. We created a commission-based or ProSal incentive. The budget was 18% of revenue. The team worked together for scheduling, reduced overtime, and knew that each $1 they brought in went into the payroll pot, where anything under 18% was split amongst the team.\u201d<\/span><\/p>\n

Not collecting the proper data is like bowling without pins. In other words, just throw the ball and cheer as it rolls down the alley. <\/span><\/p>\n

Camala C. Bailey, an accountant and certified valuation analyst at CPA 4 Vets, understands the importance of looking at the data. She worked with a veterinary practice that offered a monthly bonus based on whether it achieved a 10% increase in gross revenue compared to the same month in the prior year. <\/span><\/p>\n

\u201cThey were achieving their goal and giving bonuses, but despite the growth, they were losing money,\u201d Bailey said. \u201cThey only focused on generating revenue, but once they looked at inventory costs and overtime, they got a better idea about the bottom line.\u201d <\/span><\/p>\n

Having the data helps when the time comes to review the results and make adjustments.<\/span><\/p>\n

Step 3:<\/span> Structure the SOP<\/span><\/h3>\n

Again, begin with the purpose and scope. A few ideas for purpose are to increase revenue, improve client retention, enhance patient care, make scheduling more efficient, enroll more patients in wellness plans, attract and <\/span>retain employees, become more account<\/span>able, grow patient visits, and earn better client satisfaction scores.<\/p>\n

Heed the advice offered by practice consultant and former Today\u2019s Veterinary <\/i>Business<\/i> columnist Leslie A. Mamalis.<\/span><\/p>\n

\u201cThe parameters must be crystal clear: Put the team in charge of monitoring the progress toward the goal and give them the resources to calculate or count the final tallies,\u201d she said. \u201cAlthough incentives are for anyone on the team, excluding the doctors and manager is best with some incentive plans. Finally, don\u2019t change the rules once the plan is underway. If you overlooked something, modify it at the end of the first month. If you switch things up sooner, the team loses trust in you and the plan.\u201d<\/span><\/p>\n

The rest of the SOP should include the individuals responsible for implementing, monitoring and participating in the plan, as well as defining any abbreviations used in the document and detailing the performance targets and incentives. <\/span><\/p>\n

Using the same template for other SOPs ensures consistency and helps avoid errors or omissions. <\/span><\/p>\n

Step 4: <\/span>Write the SOP and Get it Approved<\/span><\/h3>\n

A key step here is to have all the I\u2019s dotted and the T\u2019s crossed. Put the document in writing and get the practice owner to approve it. All the time you spend getting creative with the incentives and setting goals will not matter if the ultimate decision maker doesn\u2019t approve the SOP or, worse, the business\u2019s financials cannot sustain the plan. Add another layer to the approval stage by running the SOP past your accountant and lawyer to make sure you don\u2019t forget anything. <\/span><\/p>\n

Then, it\u2019s time to roll out the incentive program to your team. <\/span><\/p>\n

Step 5:<\/span> Implement Training<\/span><\/h3>\n

Start by holding an informational meeting in which the plan\u2019s details, such as eligibility criteria, performance targets and the reward structure, are clearly explained. Provide examples of how the team\u2019s performance will be tracked and the rewards calculated. Allow time for questions to clarify any doubts.<\/span><\/p>\n

Here are a few more tips:<\/span><\/p>\n