Employee turnover in dentistry is not new, but in recent years following the COVID pandemic, it has been harder than ever for practices to retain good people. When a team member leaves, it doesn’t just leave an empty seat; it creates a ripple effect that affects the entire practice. Suddenly, office managers are scrambling to meet schedules, dentists are under additional stress, and the team left behind feels stretched thin.
The landscape of dental ownership has also changed dramatically. Fewer graduates are taking on responsibility right away – not because they don’t want leadership, but because the barriers seem greater than ever. Rising overhead costs, higher student debt, staff shortages, increased administrative demands and constant changes in insurance and regulations have made running a practice more complex and risky than before. At the same time, large group practices and DSOs offer stability, benefits and fewer headaches on the business side, which is understandably attractive.
But for those who do choose or strive for ownership, the pressure and responsibility have never been greater. That weight is one of the unspoken factors that cause stress, burnout and ultimately employee turnover.
The truth is that turnover is more than an HR challenge. It’s an emotional issue. It affects morale, trust and even the patient experience. But with the right mindset and systems in place, practices can soften the blow and even prevent turnover from becoming a constant cycle.
Why employee turnover hits so hard
When someone leaves unexpectedly – whether it’s a dentist, a hygienist or someone manning the reception desk – it’s rarely ‘just one person’. Their duties, responsibilities and relationships do not disappear with them. Instead, they shift to the rest of the team. For office managers (who are often already juggling billing, scheduling and patient communications), staff turnover can mean even longer hours, more pressure and more room for error.
For the dentist, turnover can give the feeling that he carries the practice solely on his shoulders. And for patients, workforce instability can undermine trust and continuity of care. Not surprisingly, staff turnover is one of the biggest causes of stress and burnout in dentistry.
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What keeps people away from a job
While salary and benefits are important, most dental professionals don’t leave for financial reasons alone. More often, sales comes from:
- Unmanageable workload: When every day feels like survival mode, good employees burn out quickly. The dental insurance maze has become more challenging and confusing over time. Due to leasing of networks, problems with identification, entering or leaving the network and the increasing number of refusals, insurance has become unmanageable.
- Lack of support or training: Team members feel inclined to fail if they are not given the tools or training to succeed. It’s a common joke in dentistry that there is no onboarding for new team members. You are thrown into your position – two feet first, without a lifeboat, and all you hope is to make it through your first year. There is no one-time training for dental teams. Our industry is constantly changing and evolving and therefore there is a need for ongoing training, not just from Facebook groups, but from real experts.
- Toxic dynamics: Unresolved conflicts or a culture of negativity push people out the door.
- Limited growth opportunities: Ambitious team members want to see a future for themselves in practice.
Recognizing these factors is the first step in addressing them.
How to protect your team (and your peace of mind).
Turnover will never disappear completely, but it doesn’t have to derail your practice. Here are a few strategies that can help.
#1 Invest in your office manager
Office managers bear a disproportionate share of the weight of turnover. By giving them training, resources and emotional supportyou make them feel valued and help stabilize the entire team. More than money, office managers are looking for an investment in their growth and appreciation. An office manager who feels valued and likes the culture of his doctor and office is unlikely to leave to go to another practice for more money. However, you should ensure that their pay is compared to industry and industry standards. Another good idea is to implement bonus or profit-sharing systems that reward the office manager and the team, so that if the office does well, the team does well too.
#2 Create systems that don’t live in one person’s head
If only one person knows how to manage insurance claims, plan software or billing workflows, their departure can throw the practice into chaos. Documenting processes, cross-training staff and using reliable support systems ensure continuity even during staff shifts.
#3 Prioritize culture over quick hires
In the rush to fill a position, it’s tempting to hire the first available candidate. But hiring based on character, values and work ethic – and then training the technical skills – pays off in employee retention. Patients notice when a team really enjoys working together.
#4 Lean on outside support when you need it
Delegating to trusted partners doesn’t mean giving up control. It means taking unnecessary burdens off the shoulders of your team so they can focus on what they do best: caring for patients. Whether outsourcing complex billing tasks or automating routine processes, sharing the load helps prevent burnout and turnover before it starts.
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The bigger picture
Turnover will always be a part of dentistry, but it doesn’t have to define it. By addressing the root causes, creating systems that protect your practice, and supporting the people who keep the practice running every day, you can build a team that feels stable, supported, and proud to stay.
Because ultimately, dentistry is not just about teeth. It’s about people. And when those people feel cared for, the entire practice flourishes.
What do you think? Whether you run a dental practice or a medical practice, how do you deal with employee turnover? How else can you keep the people who make the office thrive?
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