Chapter 11: Commissioning Employees (Treatment Coordinators & More)

Structuring Pay for Motivation & Performance

One of the most critical aspects of running a profitable orthodontic practice is structuring employee compensation properly. The way you pay your team impacts motivation, performance, and ultimately, your bottom line.

In this chapter, we’ll break down how to structure pay for employees like treatment coordinators, the pros and cons of commission versus salary, and how to keep your team happy without overpaying.

Structuring Pay for Motivation & Performance

Every orthodontic practice has key team members who directly impact revenue. While clinical staff play an essential role, the treatment coordinator (TC) is the real revenue generator. They handle consultations, present financial options, and ultimately close the sale.

If a TC is paid pure salary with no incentives, they may not be as motivated to close deals quickly or convert new patients. On the other hand, if they’re on 100% commission, they may come off as too aggressive, which can turn off potential patients. Finding the right balance is key.

Key Positions That Benefit from Incentive-Based Pay:

• Treatment Coordinators (TCs): Their primary job is to convert consultations into paying patients. A commission structure encourages higher conversion rates and same-day starts.
• Front Desk Staff: Incentives can be used for booking consultations, securing Google reviews, or improving patient retention.
• Clinical Assistants: Bonuses for staying on schedule, minimizing errors, or assisting in efficiency goals can improve overall productivity.

The goal is to create a compensation plan that drives results without feeling too "salesy" to the patient.