Lately, it seems every business article is talking about “quiet quitting.” But is it really a new phenomenon and does it apply to the dental industry?
In reality, “quiet quitting” has been around for years under different names. At its core, it simply describes employees who meet the basic expectations of their role without going above and beyond.
I’ve often referred to these individuals as “9-to-5 employees.” They show up on time, treat patients and teammates respectfully, and complete their responsibilities. They’re not disruptive, but they’re not particularly engaged either. Typically, this group makes up about one-third of any team.
The good news? This group has potential. With the right coaching, encouragement, and opportunities, they can become highly engaged contributors. Whether it’s offering continuing education, providing better tools, or aligning their work with their interests, the goal is to help them want to do more, not feel forced to.
Then there’s the more challenging third: disengaged team members. These individuals often do the bare minimum, contribute to negativity, and can quietly erode your office culture. They tend to consume a disproportionate amount of your time and energy, and in today’s tight hiring market, many practices feel stuck keeping them.
However, there’s a real risk in doing so. Disengagement can spread. Your “9-to-5” employees can be influenced by this energy, gradually shifting the overall culture in the wrong direction.
Finally, there’s your top third, your engaged team members. These are your high performers, your leaders, your “go-to” people. They take initiative, exceed expectations, and elevate the entire practice. But even they have limits. If they consistently see disengagement being tolerated, they may become frustrated and eventually look elsewhere.
It’s important to remember: your strongest team members need just as much attention—if not more. Recognition, support, and continued growth opportunities are key to keeping them motivated and loyal.
Now that we’ve moved beyond the disruption of the pandemic, it’s the perfect time to take a step back and evaluate your team and your culture.
Start by listing your team members and honestly grouping them into three categories:
- Engaged
- “9-to-5”
- Disengaged
From there, create a plan for each individual. How can you support growth? How can you re-engage those who are drifting? And how will you continue to challenge and retain your top performers?
In some cases, you may determine that a team member isn’t the right long-term fit—and that’s okay. Making those decisions thoughtfully is part of building a healthy, high-performing team.“Quiet quitting” may be trending now, but it’s not new, especially in the dental industry. What is new is the level of attention it’s receiving. And with that awareness comes an opportunity: to address it proactively and strengthen your practice for the future.
