Having worked in dentistry since 1992, I know how much a good team contributes to a practice. When people work well together, the day runs more smoothly, patients feel comfortable and there is support when things get busy.
I also know how difficult it can be when staff keep leaving. Recruiting takes time, and each departure puts pressure on the people who remain. When a practice finds itself advertising the same position every few months, it is worth asking what is happening beyond the hiring process.
Through my work at Attention To Dental, I speak with dental professionals about why they are looking for a change. Pay comes up, of course, but so do missed breaks, unclear expectations, poor communication and feeling that their concerns are never addressed.
There is rarely one simple reason someone leaves. Equally, there is rarely one simple solution to keeping a good team.
Be honest about the role
Retention starts with the conversations you have before someone joins your practice.
Candidates need to understand what the job actually involves: the hours, responsibilities, pace of the practice and what will be expected of them. If a dental assistant will also cover reception, explain how that works. If the practice is short-staffed or going through changes, be open about it.
It can be tempting to focus on filling the vacancy, particularly when the team is under pressure. But someone accepting a position without a clear understanding of it may leave you back at the beginning a few months later.
Experience matters, but I also look closely at reliability, attitude and communication. A candidate may need support to learn a particular system or procedure. What matters is whether they are willing to learn, take responsibility and contribute to the team.
Take the time to help people settle in
An experienced dental assistant still needs an introduction to your practice.
They may know dentistry well, but they do not yet know how your clinicians like to work, where materials are kept, how you manage the appointment book or who to ask when something is unclear.
Giving someone that guidance early can prevent a lot of frustration. Make sure they understand their responsibilities and have someone available to support them.
A short conversation at the end of the first week can tell you a great deal. What is going well? What are they unsure about? Is there anything they need more help with?
Keep having those conversations. If something needs to improve, discuss it promptly and respectfully. It is unfair to let an issue continue for months and then tell an employee they have not been meeting expectations.
Support your practice managers
A capable dental assistant or receptionist will not automatically feel confident managing people.
Many practice managers step into leadership because they know the practice well and are good at their work. They may then be expected to manage conflict, delegate tasks and have difficult performance conversations without much training.
Those are skills that need support and development.
Practice owners also have a part to play. Managers need clear expectations, appropriate authority and someone they can turn to for guidance. Staff need to see that concerns are handled fairly and consistently.
When good employees keep leaving, the way the team is being managed needs to be considered alongside everything else.
Listen to what the working day is telling you
Most dental teams understand that some days will be difficult. Appointments run over, emergencies need to be accommodated and unexpected absences happen.
The concern is when that pressure becomes the normal working day.
If people are regularly missing breaks, staying late or trying to keep up with an appointment book that leaves little room for delays, they will eventually become worn down. Bringing in another employee may help, but it is also worth reviewing the processes creating that pressure.
Ask your team where things are getting held up. Are appointment lengths realistic? Is there enough time for sterilisation and room turnover? Are tasks being shared fairly? Does everyone know what they are responsible for?
The people doing the work often have useful, practical suggestions. Listening to them—and following through where you can—shows that their experience is taken seriously.
Find out what matters to your staff
People want different things from their work.
One employee may want to develop treatment coordination skills. Another may enjoy mentoring junior dental assistants. Someone else may value predictable hours that allow them to manage family commitments or study.
You will only know by asking.
Development does not always mean promotion. It might mean learning a new skill, becoming more confident in an existing role or taking on an area of responsibility they enjoy. Any additional responsibility should come with the training, time and recognition needed to do it properly.
Pay should also be reviewed as experience and responsibilities grow. These conversations are better had regularly, rather than after a valued employee has handed in their resignation.
And sometimes, recognition is as straightforward as noticing the work someone has done and thanking them for it.
Pay attention when people leave
Some departures are outside a practice’s control. People relocate, change careers or need working arrangements you cannot offer.
Others can teach you something about the practice.
Give departing employees an opportunity to speak honestly about their experience. You may not agree with everything they say, but if similar concerns come up repeatedly, they deserve a closer look.
Recruitment can help you find someone suitable for a role. It cannot resolve a workload problem, repair poor communication or make an employee feel supported once they are working in your practice. That work has to happen within the team.
At Attention To Dental, we hear from many dental professionals who still enjoy dentistry and want to do their jobs well. They are looking for a practice where they are treated respectfully, given clear direction and supported through the demands of the day.
Building that kind of workplace takes ongoing attention. It is reflected in how people are welcomed, how problems are handled and whether staff can see that their contribution matters.
Finding good people is an important first step. Giving them a reason to stay is something we need to keep working on.
If your practice needs support with temporary staffing or permanent recruitment, contact Attention To Dental. We take the time to understand your practice and the role you need to fill.
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