raises based on job performance.

working 4 days /10 hours a day. rework hybrid, more holidays

proper communication and understanding of one another.

Currently, we offer incentives for front desk/behavioral health schedulers and the billing team based on payment collections. However, we also have several other departments—such as referral coordinators, health navigators, medical assistants (MAs), dental assistants (DAs), and lab technicians—whose hard work is equally valuable.I believe it’s important that all team members feel recognized and appreciated for their contributions. Expanding incentive opportunities, such as providing gift cards similar to our collection-based incentives, could help ensure their efforts are acknowledged and rewarded. Suggestion, Standardize incentives across teams:Productivity metric (speed/volume)Quality metric (accuracy/errors)Patient impact metric (experience or outcomes)

I know that this is probably the inappropriate to discuss this but PTO is something that is very difficult for many staff members to accrue and take meaningful/restful time off. Life events like being sick, car trouble, kids, etc can cause missed days and therefore take the PTO and then makes it hard to save to take an actual vacation with family.

Currently, we have a PTO bank that can be used for vacation, doctor appointments, or an acute sick day. We also have a sick leave bank, which is intended for medical issues that prevent an employee from returning to their regular work schedule for more than 72 hours.For generally healthy adults, this sick leave bank may not be frequently utilized; however, it is appreciated knowing that it is available if needed.I would like to ask if we could review the option of incorporating mental health days into our time‑off structure. For example, allowing one paid mental health day per month, pre‑approved by the management team, could provide staff with an opportunity to proactively care for their mental well‑being and help prevent burnout.I believe this option could support employee wellness while maintaining accountability and clear expectations.

The wellness and flexibility category is the most motivating to me.

Gas or Food Gift cards

Flexible scheduling options (such as occasional remote work or adjusted start/end times), small spot bonuses or gift cards for meeting goals, additional paid time off or mental‑health days, wellness-related perks (gym memberships, fitness challenges, massage credits), team lunches or recognition events, and professional development opportunities (CEU reimbursement, conferences, or training). Consistent recognition—both monetary and non‑monetary—for effort and achievements would also be highly motivating.

1. Increase admin time for providers to 1 hour per work day.2. Make lunch break count as paid time (as most employees that are not hourly end up working through lunch anyways - answering messages and completing tasks despite the fact that this is currently considered unpaid time).3. Increase per-pay-period PTO accruals. Compared to similar companies, our accrual rate is not competitive. Consider eliminating sick bank in favor of increased PTO accrual if necessary.4. Increase lunch breaks from 30mins to 1 hour for all employees.5. Provide 2 (paid) 15-min breaks throughout the work day (1 in AM and 1 in PM) for clinical staff instead of scheduling patient appointments back-to-back throughout the day.