You're navigating two core tensions: the autonomy of the contractor and the sustainability of the business. It can feel like walking a tightrope. You want to honour the therapist’s values, support access to care, and still make sure the business stays afloat.

Let’s walk through how to approach sliding scale with clarity, compassion, and structure—so both your team and your business can thrive.

People remember how they’re treated. And when someone leaves your team, it can either be a graceful exit that reinforces your leadership and values — or a messy, painful process that ripples through your team and your reputation.

Think about what you want your departing team members to say about your practice. About you. About how they felt leaving. Were they respected? Supported? Given space to wrap up with dignity?

There’s this therapist in your group practice that has been on your radar for a while now. There are a number of signs that it’s time to let them go, but you’re waffling back and forth. So you’re asking yourself - how do I know if it’s time to let a therapist go and how do I do it?