Self-Actualisation: A Strategy for Retaining Dental Teams

The Push for Flexible Working in Dentistry

The post-pandemic shift towards flexible working continues to reshape workplaces, and dental practices are no exception. With changes to employment law earlier this year making flexible working more accessible, many practice owners are grappling with how to balance business needs with employee requests for flexibility.

In an article published on Dentistry.co.uk, Zoe Close, head of sales at Practice Plan, engaged in a conversation with dental therapist and educator Cat Edney to explore strategies for accommodating flexibility while fostering team retention.

Addressing the Root Causes

Edney emphasized the importance of identifying the underlying reasons for flexible working requests. “If we looked at the grassroots reason why people are asking for flexible working, why people might have poor mental health in practice, or they don’t want to be working five days a week, we can fix a lot of these problems before they arise,” she explained.

A key part of her approach centers on self-actualisation, a concept that focuses on enabling team members to work in roles that maximize their training, skills, and passions. This, Edney argues, can reduce burnout and enhance job satisfaction.

Empowering Dental Teams

For dental therapists and nurses, achieving self-actualisation often means being empowered to utilize their full range of skills. Edney highlighted the barriers many dental nurses face: “How many dental nurses have done radiography training… and then they’re not able to do them because no one lets them, or they don’t feel empowered to do so? If you’ve done all that hard work and then you’re not being empowered to use your skills, it’s really disheartening.”

Similarly, Edney pointed to the statistic that approximately 70% of dental therapists work as hygienists, a role that may not fully utilize their training. This mismatch between skills and responsibilities not only hinders individual growth but also affects the entire team’s morale and efficiency.

Building Retention Through Growth

Retention remains a pressing concern for many dental practices. Edney underscored that retention issues often stem from a lack of opportunities for growth. “One of the key things most dental practices miss is allowing somebody to grow. Supporting them to move out of one role and into another,” she stated.

Rather than viewing staff growth as a threat, Edney suggested that practices should embrace it as part of a healthy turnover cycle. “If you support people to have that growth cycle and you have a culture of support in your practice, then you’ll have a happier team,” she added.

A Holistic Approach to Workforce Evolution

For practice owners seeking long-term solutions to retention and flexibility challenges, Edney’s insights point to the importance of fostering a supportive and empowering work environment. By investing in their teams’ professional growth and aligning roles with individual strengths, practices can create a workplace where employees feel valued and fulfilled.

The full conversation between Zoe Close and Cat Edney, as well as additional resources on workforce management, is available at practiceplan.co.uk.

For more information about how Practice Plan supports dental practices, visit www.practiceplan.co.uk or call 01691 684165.