Many dental offices today are facing higher-than-expected staff turnover. Sometimes it’s because team members chase higher pay elsewhere, seek better work-life balance, or simply don’t meet expectations once hired. In other cases, decisions are made hastily out of urgency rather than fit. Whatever the reason, assembling your ideal team begins with making thoughtful, intentional decisions, right from the start of the hiring process.
Here are some tips to help you build your dream team:
1. Trust the Early Signs
When bringing in a new hire, you and your existing team will typically know within the first two weeks whether they’re a good fit. That’s the window to act. If things don’t feel right, chances are they’re feeling it too. Letting someone go early allows them to find a better fit elsewhere and saves your team from months of discomfort or disruption. While it may feel kind to “give it more time,” waiting too long often makes transitions harder for everyone.
Of course, this only works if your onboarding process is solid. If you don’t have a structured training plan, even great candidates can struggle in the first weeks. Make sure new hires are set up for success from day one.
2. Create a Strong Onboarding Program
A well-designed onboarding program ensures that expectations are clear and that new team members receive the support they need to succeed. Avoid relying solely on verbal instructions, providing written guidelines and checklists caters to all learning styles and creates consistency. Without proper training, new hires may make decisions based on assumptions rather than your office’s standards.
3. Schedule Regular Check-ins
Consistent check-ins are crucial. Here’s a suggested cadence:
- First Week: Daily check-ins at the end of each day
- First Month: Weekly check-ins
- Next Six Months: Monthly check-ins
These should be formal, intentional conversations, not casual hallway chats. Ask questions like:
- “What do you feel confident about so far?”
- “Where do you need more training?”
- “What are our expectations of you at this stage?”
A helpful question to gauge overall satisfaction is:
“On a scale of 1 to 10, how are things going?”
If the answer isn’t 10, follow up with, “What would it take to make it a 10?”
You may be surprised at the insight this brings.
Remember: praise publicly, give constructive feedback privately. When change is needed, deliver feedback in real time, with specific examples.
4. Address Problem Behavior Promptly
In many offices, managers end up spending 80% of their time on the 20% of team members who are disengaged or underperforming. This dynamic can erode morale quickly. When one person is consistently negative or unproductive, others may either:
- Mirror that behavior, believing it’s acceptable, or
- Become frustrated that their own hard work isn’t being matched or appreciated.
Keeping a poor fit on your team can ultimately push your best people away—and create serious workplace drama.
5. Culture Starts at the Top
Building the right team takes time, patience, and a clear vision. Your practice culture isn’t something you declare, it’s something your team lives every day. It starts with leadership and is shaped by every person you bring on board.
By making smart, intentional decisions throughout the hiring and onboarding process, you’ll reduce turnover, foster stronger engagement, and move closer to creating the dream team your practice deserves.
