This article is a shortened version of content published in the latest issue of AGD Impact. Read the full article.

One of the biggest problems facing dental practice owners is staffing. While this problem is not new, applicant pools have become even smaller since the onset of the COVID-19 pandemic. Being down a staff member or two can cause inefficiencies, and training new staff members is a costly and time-consuming endeavor that many dental practice owners do not enjoy. Obviously, it would be ideal if practice owners could get well-performing staff members to stay. But, in an employee’s market, how do you keep your dental staff members on board? 

Be above board. If you want your staff members to stay, be honest and forthright, and keep all your promises, both explicit and implicit. Your word is your honor. 

Invite staff members to join you at the drawing board. If you want your staff members to be invested in the practice, include them in decisions that affect the practice. 

Be a sounding board. If you’re doing things right, your staff members look up to you. They respect and admire you, and they value your time and opinion. If they ask to speak to you, make a proper appointment so you can devote your attention to them, and be sure to listen actively. 

Pay for board. When is the last time you treated your staff members to breakfast or lunch? If your staff members are working during mealtimes, think about supplying meals on a regular basis. If that’s not practical, bring an edible treat to work when you can. 

Don’t keep a scoreboard. Staff members will annoy you. They will make mistakes. They will get you angry. Address these issues immediately and impassively (and privately, to avoid any embarrassment), and then move on. 

Help staff members broaden their horizons.  At a minimum, you should invite staff members to attend continuing education seminars to demonstrate that they are valuable members of the team. In addition, you can encourage them to pursue their outside interests. 

Treat staff like board members. You can easily implement incentive programs for your employees by creating benchmarks for them to meet and then rewarding them when they do. Any way that you can find to share your success with your employees will motivate them to help you in the continued success of your dental practice. 

Finally, make sure that your compensation package is an attractive one. And, with that, we’re confident your staff turnover rate will be as flat as a board. 

Eric S. Studley, DDS, and Ivy D. Peltz, DDS, MSEd, PhD, MAGD, are the co-founders of Doccupations, an online algorithmic dental job-matching service. They are both retired from academic positions at the New York University College of Dentistry. Studley is president/CEO of Eric S. Studley & Associates, Inc., an insurance brokerage firm specializing in the insurance needs of dentists. 

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