Hiring is hard, but keeping great employees can feel even harder. If you’re a practice owner or manager, you may have felt the sting of high turnover or the stress of dealing with the “quiet quitting” that might ultimately lead to your own burnout.
Workforce shortages across healthcare, including dentistry, have only added pressure. With fewer qualified candidates and more negotiating power from prospective employees, understanding how to retain quality hires has become more critical than ever. Retaining top talent is no longer a nice-to-have; it’s essential to your practice’s success.
Let’s explore four actionable employee retention strategies to help you retain your team and build long-term stability:
If your compensation isn’t up to par with other local dental practices, retaining staff will be an uphill battle. Take time to research salaries in your region, and make sure your pay ranges align with both industry standards and the cost of living in your area.
Beyond base pay, benefits play a major role in employee satisfaction. Health, dental, and vision insurance are becoming a non-negotiable compensation best practice, especially in a healthcare setting.
A strong PTO policy, performance-based bonuses, and access to retirement savings plans like 401(k)s can further reinforce your team's sense of financial stability and long-term investment in your practice.
Many employers focus on salary comparisons alone, but don’t overlook how your benefits package stacks up. Use industry surveys to compare your offerings. If you're in a highly competitive region, even small tweaks, like covering professional license renewals or offering mental health resources, can set your practice apart.
It’s valuable for the practice owner or practice manager to meet with each employee on a regular basis to communicate the value of the compensation and benefits package. While this could be part of a regular one-on-one check-in, it is a valuable enough conversation that it may be best suited for a standalone meeting.
Building a culture of open communication and engagement at your practice isn’t complicated, but it does take intention. Regular one-on-one check-ins give team members a chance to share feedback, express concerns, and talk about their goals in a low-pressure setting.
Don’t just wait for staff to speak up — actively ask for their input on how things are going, whether it’s related to workflow, team dynamics, or the patient experience. When employees see their suggestions taken seriously and even implemented, it builds trust and loyalty.
When possible and relevant, be transparent about benefit programs, scheduling policies, and how certain decisions are made that affect the team, like changes to hours, workflows, or responsibilities. Clarity in these areas builds trust, reduces misunderstandings, and helps employees feel more connected to the bigger picture of how the practice operates.
Clinic culture is about more than recognizing birthdays; it’s about how your team walks into the practice each day ready to work. Are they respected and supported? Are they recognized for their contributions?
If you believe that encouraging work-life balance for your team will pay dividends, make sure your team knows that it is a priority at your practice. Make space for connection through team-building activities, daily huddles, or even casual check-ins during lunch. And when someone goes above and beyond, take the time to acknowledge it — publicly or privately.
A comfortable physical environment matters too. Ask for feedback about scrub materials and design for a uniform dental practice team dress code; consider those that are aligned with your brand identity, as well as some more fun options.
Financial wellness is a huge part of work culture. Encourage employees to participate in financial planning programs or offer them access to tools that help with things like budgeting and saving.
By showing that you care about their financial future, including helping them understand their insurance benefits, you foster long-term loyalty and a more content workforce.
For many employees, stagnation is a deal-breaker. If your team doesn’t see a future with your practice, they’ll start looking for one elsewhere. That’s why offering professional development is one of the smartest investments you can make.
Even simple steps, like covering continuing education credits, offering cross-training between roles, and training team members to train into different roles, can keep staff engaged and growing. When appropriate, provide leadership opportunities or mentoring for team members who show initiative. Clear advancement pathways help people visualize their future with you, rather than someone else.
If you’re not sure where to start, ask your team what kind of training or skill-building they'd find valuable. Their answers might surprise you — and give you even more insight into how to support their growth.
Offering financial incentives for professional growth — whether reimbursement for certifications, contributions toward continuing education, or paid time off for successful completion of a course — can go a long way in helping your team feel supported in their career development.
Your dental practice team is one of your most valuable assets. With the right strategies in place, you can reduce turnover, improve job satisfaction, and create a practice where people are excited to come to work every day.
Managing people may be one of the bigger challenges you face at your practice. Want to learn more key factors and actions as you invest in your team? Download your complimentary copy of our Managing People in Your Dental Practice Ebook today!
Treloar & Heisel, an EPIC Company, is a premier financial services provider to dental and medical professionals across the country. We assist thousands of clients from residency to practice and through retirement with a comprehensive suite of financial services, custom-tailored advice, and a strong national network focused on delivering the highest level of service.
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