[lnelson]

Hi there — first off, you’re not alone in this. Many practices are navigating the fallout from dropping insurance plans like Delta Dental, and it’s never easy, especially when you’re also trying to do right by your team.

Here’s what I’d say:

Clarity is kindness. It’s so important to clearly communicate what your office policy is around pay when the office is closed. If there’s ambiguity, people will naturally assume based on what they hope, not what’s sustainable for the business. Document your policy and go over it with your team so everyone is on the same page moving forward. Make sure to talk to your HR company to make sure you are in compliance.

Compassion doesn’t mean overcommitting. It’s generous and thoughtful to offer base pay during light weeks — but if your team expects to be paid when there’s no work or the office is closed, that’s where boundaries come in. Employees can still be respected and valued without the business absorbing all the risk. That being said, can you get creative around how you might be able to stagger schedules, spend time cross training, find projects that have been sitting there for a while…etc… ask them to bring you suggestions of ways to be productive.

Keep it collaborative. Frame the conversation around the long-term health of the practice. “We want to be here for our patients, and for you, for years to come. That means we need to make some smart, sustainable decisions about how we handle downtime.”

Train for downtime. If there are slow days (but not full closures), use that time to train. Cross-train. Role-play. Clean up processes. Work on the practice. That time has value — but it needs to be structured.

At the end of the day, you’re not just managing a practice — you’re leading a business and a team. That means making decisions that are both kind and clear, supportive and sustainable.

• This reply was modified 3 weeks, 6 days ago by  lnelson.

[lnelson]

Oops—I totally missed this earlier, sorry about that! I’ve been traveling and it slipped by me.

If your team is choosing to watch the videos at home, they <strong data-start=”158″ data-end=”198″>should be compensated for their time. Definitely check in with your HR company or payroll provider to make sure you’re following the right guidelines—some states have specific rules around this kind of thing.

To make it more fun, you could turn it into a little challenge—offer a prize or shout-out for those who finish their videos and quizzes by a certain date. I also love the idea of having them <strong data-start=”565″ data-end=”597″>share one thing they learned during your next team meeting or huddle. It helps make sure the info sticks and encourages a little group accountability too.

Not sure I understand the other part of your comment about flat forms?

Laura

• This reply was modified 1 month, 1 week ago by  lnelson.

[lnelson]

thanks for your question. I honestly believe that you should collect in full the amount of the appointment and then let the check go to them. One of the benefits of going out of network, is that you don’t have to wait for the check any longer and that you get paid for what you do. I think that submitting their insurance claim for them is a great service and then letting them know that they can follow up with their insurance if they don’t receive a check. You can even print out the claim form for them so they have a copy. I hope this helps