How Do You Know When It’s Time to Let a Therapist Go?

Feb 9

When you’re just starting out with group practice, thinking about letting a therapist go might seem premature. After all, hiring is a big step, and you’ve put in effort to build your team. But just as it’s important to have clear systems for bringing people into your practice, it’s equally important to consider how people leave.

So let’s imagine a scenario: There’s a therapist in your group practice who has been on your radar for a while. They have a decent client retention rate and seem friendly enough, but… there are some red flags you can’t ignore anymore.

So how do you know when it’s time to let them go? Here are four key questions to ask yourself:

1. Do They Fit the Culture You’re Building?

Every group practice has its own culture. Some thrive on a highly connected, interactive environment, while others are structured for more independence. If a therapist doesn’t align with your practice’s culture, it can create friction for both you and your team.

Are they looking for more connection and engagement than you can provide?
Do they disengage completely, skipping team meetings and avoiding interactions?

A strong practice culture is built intentionally. If a therapist isn’t aligned, it might be time to part ways.

2. Do They Respect Your Leadership?

A therapist doesn’t have to agree with you on everything, but they do need to respect your leadership. Disruptive behavior can take many forms:

Openly contradicting your decisions in team meetings or emails
Giving curt responses or opting out of team discussions
Gossiping or fostering negativity within the team

If a therapist challenges your leadership in a way that is counterproductive, it can affect team morale and your ability to run the practice smoothly. Ask yourself: Do they trust and respect my leadership?

3. Have You Tried to Address the Issues Without Progress?

Before making a decision, consider whether you’ve taken steps to resolve the issues. Have you:

Had multiple discussions with the therapist, both casually and formally?
Addressed concerns about client retention, marketing efforts, or practice expectations?
Offered suggestions for improvement and followed up?

If you’ve provided guidance and they haven’t followed through, it may be a sign that they’re not the right fit for your practice.

4. Are They Draining Too Much of Your Time and Energy?

Even if a therapist is a nice person with good client retention, they might not be a good fit if they require too much of your time and mental energy. Consider:

Do they consistently submit invoices late or incorrectly?
Do they expect quick responses from you but take their time when you need something from them?
Do they resist following your practice’s processes and policies?

If managing them feels like an uphill battle, it’s worth evaluating whether the relationship is sustainable.

Making the Decision

Letting a therapist go isn’t easy, but it’s sometimes necessary for the health of your practice. This isn’t just about removing challenges—it’s about ensuring that your team is filled with people who align with your vision, respect your leadership, and contribute positively to your practice’s culture.

Your role as a group practice owner is to create an environment where both therapists and clients can thrive. If a therapist is no longer a good fit, it’s okay to acknowledge that and move forward with clarity and confidence.

What has your experience been with managing therapists in your group practice? Have you had to make the tough call to let someone go? Let’s discuss!