Is Your RCM Team Really a Team, or Just a Group of People Working Together?
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In revenue cycle management, we love to use the word team. But let’s take a closer look, is your RCM team truly operating as one cohesive unit, or is it a group of people working in silos toward loosely related goals?
The distinction matters more than you might think. High-performing teams consistently deliver results, adapt to change, and create a culture that people want to be a part of. When you’re just coordinating tasks instead of collaborating meaningfully, progress stalls and performance plateaus.
The Attributes of a High-Performing RCM Team:
Trust
Trust is foundational. Not just trust that people will show up, but trust that they’ll speak up, have each other’s backs, and act in the best interest of the organization.
Clear Roles and Expectations
Every team member knows what success looks like in their role, how their work fits into the bigger picture, and who’s responsible for what.
Shared Goals
High-performing teams are aligned not just on daily responsibilities but on strategic outcomes ; things like improving collections, reducing denials, and optimizing patient experience.
Open Communication
Great teams talk to each other. They share updates, ask questions, surface risks, and challenge ideas without fear of judgment.
Accountability Without Blame
There’s a difference between holding someone accountable and pointing fingers. Strong teams own mistakes, fix problems fast, and move forward together.
Adaptability
RCM is constantly evolving. The strongest teams don’t resist change, they embrace it, test solutions, and adjust quickly when something’s not working.
Want Real Results from Your Team? Try This:
Hire great people, then get out of their way.
If you find yourself micromanaging, you may have a staffing issue or a trust issue (or both). High-performing teams are built by leaders who set direction, remove roadblocks, and let people do the jobs they were hired to do.
Create clarity, and connection.
People want to know what they’re working toward and why it matters. Align their daily work to broader goals and make the mission visible.
Recognize the right behaviors.
Don’t just reward high output; reward teamwork, initiative, and problem-solving. Culture is built in the behaviors you celebrate.
Here’s a simple test:
If someone anonymously surveyed your team today, would they say they’re part of a high-performing RCM team?
That answer tells you everything you need to know.
