Staff turnover has become an increasingly pressing issue in the dental industry, particularly in the wake of the COVID-19 pandemic. The departure of a team member creates significant challenges, impacting not only schedules but also the morale of remaining staff and the overall functioning of the practice.
Recent trends indicate a decline in new dentists pursuing ownership, influenced by escalating overhead costs, growing student debt, staffing shortages, and complex administrative demands. Many graduates are drawn to large group practices and dental service organizations (DSOs) that offer more stability and manageable workloads, making ownership appear less appealing.
For those remaining in ownership roles, the stakes have never been higher. The pressures associated with leadership contribute to stress and burnout, which in turn can lead to further turnover—a cycle that complicates team dynamics and adversely affects patient care.
Turnover is not solely an operational concern; it has emotional ramifications that can affect trust and continuity within the practice. Key factors driving staff away include unmanageable workloads, insufficient training and support, negative workplace dynamics, and a lack of growth opportunities. Addressing these issues is fundamental to retention.
To mitigate turnover, practices can implement various strategies, such as investing in office managers by providing training and support, documenting key processes to ensure continuity, prioritizing company culture during the hiring process, and engaging outside support for administrative tasks.
Ultimately, while staff turnover will always exist in dentistry, it doesn’t have to disrupt practice operations significantly. By addressing root causes and fostering a supportive environment, dental practices can create a more stable and satisfied team.
Why this story matters:
- The high turnover rate can compromise patient care and the efficiency of dental practices.
Key takeaway:
- Implementing supportive strategies and addressing workplace issues can reduce turnover.
Opposing viewpoint:
- Some may argue that the challenges of ownership or working conditions are overstated and that the rewards outweigh the difficulties in the dental field.
