Profit sharing gives each practice member a tangible stake in the business’s success. Profit-sharing can boost morale, but it helps team members feel valued beyond an hourly wage or salary. When done right and the practice does well, everyone shares in the reward, naturally giving employees a reason to care about how the entire team performs.
But occasionally, you may have an employee who lags, knowing the rest of the team will pull their weight.
It’s essential to build a culture where every team member feels responsible, not just for their own performance, but for the collective success of the entire practice.
Today, the dental consultants with Bryant Consultants are detailing how to encourage your team to hold each other accountable while keeping morale high:
Define clear expectations
Start by making sure everyone knows what’s expected — from patient care standards to productivity targets and customer service goals. When expectations are clearly defined, team members can more easily recognize when someone is falling short and constructively offer support or correction.
Make accountability a shared value
Emphasize that accountability is a team effort, not a top-down directive. Reinforce the idea that when one team member struggles, it affects everyone’s profits — and that by helping each other, the team can achieve greater success.
Lead by example
Demonstrate accountability from the top down. When practice leaders and senior team members hold themselves accountable — admitting mistakes, asking for help and working collaboratively — it sets the tone for everyone else to follow.
Foster Open Communication
Create a safe space where team members can give and receive feedback without fear of judgment. Regular team meetings and one-on-one check-ins provide opportunities to discuss challenges and celebrate wins, making accountability feel supportive rather than punitive.
Celebrate Wins — and Learn from Losses
When the team meets or exceeds goals, recognize those achievements together. When the practice falls short, use it as a learning opportunity rather than a blame game. This approach encourages team members to speak up and hold each other accountable without fear of retaliation.
Link accountability to profit sharing
Remind the team that every action (or inaction) affects the bottom line — and ultimately their share of the profits. When team members see the direct impact of their accountability on their own compensation, they’re more likely to stay engaged and motivated.
Empower Peer Coaching
Train your team to support each other with peer coaching techniques. Encourage experienced staff to mentor newer team members and share best practices. This not only fosters accountability but also strengthens team cohesion.
By building a culture of shared responsibility and mutual respect, you can transform your profit-sharing plan from a financial incentive into a true driver of team success. Remember: accountability is contagious — when one person embraces it, others will follow.
Need guidance designing a profit-sharing model that fits your goals and culture? Bryant Consultants can help and will coach your team on how to make accountability part of the everyday workflow.
April Brogan
Director of New Business & Practice Relationships
