Tips for dental staff retention

The dental field is one that is constantly growing and changing. To keep up with the latest technology and procedures, dental staff must be continually retrained. This can be costly and time-consuming for practices. After having gone through the process to sort through, hire and train the best candidates you can find, it can be frustrating when the turnover rate is still high.

In order to reduce staff turnover and maintain a high level of quality care, we’ve come up with a list of tips for better staff retention. This not only can help save you money, but it can also help your practice grow and remain successful. Focusing on these steps will ensure that your staff remains happy and productive.

Reasons for dental staff turnover

Before we can determine how best to retain your staff members, we first need to understand why they are leaving in the first place. There are many reasons that can contribute to why a dental staff might seek employment elsewhere. Here are a few of the most common:

Lack of job satisfaction

Job satisfaction is key to staying motivated at work. Research has shown that happy employees are more productive, and their staff is more likely to stick with the organization.

Lack of job satisfaction can come from a number of sources, such as low pay, lack of advancement opportunities, lack of recognition and respect from patients, poor work conditions or working conditions. If someone is unsatisfied in their current position, it only makes sense that they would seek work elsewhere.

Low pay

Pay is an important factor in where a person chooses to work. Dentists who feel they are being undervalued or that they are not getting paid fair wages will opt to look for other work. Therefore, a key part of your dental staff retention strategy should include offering higher pay and benefits than your competitors.

Bad management

Management styles can be either a positive or negative factor. If your management style is too strict and demeaning, chances are people won’t want to work for you. A manager who is kind and understanding will likely have a much higher retention rate.

Now that we have a better grasp on why it is a staff member may choose to leave, let’s have a look at what you should do in order to boost your staff retention rate.

Having a thorough interview process

Of course, the first step in retaining your employees is finding someone who will be a good match for the job. In order to do this, you need to be asking the right questions during the interview process.

A good question to ask is what goals they have and what they intend to do in the future. This can help you identify whether your aspirations and theirs are compatible. You might also inquire what they hope to gain from this job, which can help you determine whether the position is right for them.

Another key thing to consider is how they will fit into the team. You want to make sure you have a good idea of how they interact with the other dental staff. This can be useful in determining whether your practice is a good place for them to work and whether they will flourish there.

The most important thing to remember is that the hiring process should be an open and honest discussion. If you are not comfortable with an employee’s answers, it makes sense to move on. The more open you are about your expectations, the more likely you will find someone who matches them.

Communication is key

Open communication is vital to dental staff retention. When there are clear expectations set in place, it leaves less room for misinterpretation and more room for opportunities to improve. If there are misunderstandings between you and your staff, it can lead to frustration and confusion, which in the worst case can even lead to resentment.

A negative workplace environment will naturally cause higher turnover rates, so to avoid this make sure you communicate what it is you want in a precise manner. Know what your goals are and be honest with your employees about them from the outset.

Reward your staff

When you appreciate and reward your staff, they will want to return. Employees who receive little to no compensation for their hard work are much more likely to be dissatisfied with their jobs.

If one of your staff has worked overtime is particularly hardworking, make sure to give them a bonus! If you do not already have one, consider setting up an “Employee of the Month” system with fun rewards.

Not all rewards have to be material either, they can be something as simple as praise for a job well done or even a handwritten thank you note. These can help your staff to feel appreciated for their hard work.

Apart from this, you should also ensure that your staff has ample opportunity to develop their careers. A job that does not provide the employee with opportunities for advancement can be frustrating and cause feelings of low motivation. For example, if one of your dental assistants sees that there’s no room for growth in your practice, they might look to a competitor which offers more chances for development.

Give them a voice

If you want to know how your employees feel, the best way to find out is to talk to them. Let them voice their concerns and ask them their opinions. This is the best way to gauge whether they are happy with their jobs or not.

More importantly, show them that you are really listening. Take some of their suggestions on board and make changes where you can to show your staff that you value their ideas. When your dental staff sees that you are making an effort, they are likely to appreciate it, making them more inclined to stay with you and your practice.

Conclusion

By taking into consideration these simple tips, your dental staff retention can be improved. This will lead to a more efficient and happier workplace, with less staff turnover. In turn, this will provide a better service for patients.

Don’t forget, your dental staff is part of your team, and treating them as such will make all the difference. By working together, dental staff and dentists can create a practice that is both productive and enjoyable.