Staffing and salary concerns continue to dominate conversations in the dental industry. For many practices, this issue shows no sign of slowing down. Offices are finding themselves in a constant cycle of turnover, as team members leave for slightly higher wages offered by neighboring practices eager to stay fully staffed. To retain long-term staff, many offices are being forced to increase wages just to match those offered to new hires, creating understandable frustration among veteran team members who feel their experience should be valued more than that of a newcomer.
Finding temporary staff isn’t much easier. If you’re lucky enough to find a temp, you’re often met with hourly rates well above the industry standard. Many offices feel like they’re stuck on a merry-go-round, with no clear way off.
As privately owned small businesses, dental offices typically don’t have the same structured compensation policies that larger companies use, policies that clearly define salary ranges for specific roles based on experience. For example, a Certified Dental Assistant (CDA) with 0–5 years of experience might earn between $22 and $24 per hour in a structured pay system. If more practices adopted and adhered to such standardized pay scales, the frequent movement between offices could slow down significantly. It’s vital that both practice owners and dental professionals recognize that salary ceilings exist and must be respected, to maintain balance and sustainability in the industry.
Creative Solutions for Rewarding Long-Term Loyalty
To address concerns from long-term team members about fair compensation, consider implementing a structured, performance-based bonus system. Rather than occasional or inconsistent reviews, schedule financial evaluations every six months. Tie bonuses to clearly defined performance metrics such as attendance, teamwork, task completion, and role-specific goals. These targets should be communicated in advance, with bonuses earned through consistent, measurable contributions, not just for showing up.
Here’s a sample tiered bonus structure based on tenure:
- 1–5 years: Eligible for a bonus of up to $250
- 5–10 years: Eligible for a bonus of up to $500
- 10+ years: Eligible for a bonus of up to $750
At the highest level, this equates to approximately a $1/hour raise but only if the team member meets the predetermined goals. It’s important not to take the easy route here. These bonuses should be earned, not handed out.
Navigating Turnover Thoughtfully
It’s human nature to think the grass is greener elsewhere. When a team member leaves for a slightly better offer, take the time to have a thoughtful conversation not necessarily to convince them to stay, but to truly understand their motivation. This feedback can be invaluable for making improvements within your practice.
If they return later, expressing regret and asking for their job back, consider the decision carefully. If they left once for a better offer, there’s a good chance they’ll do it again. Don’t risk ending up in the same situation just a few months down the road.
Retention Is the Key
Preventing a revolving door of staff is crucial both for your sanity and for patient continuity. Focus on retention by fostering open communication, offering fair and competitive wages, and creating a workplace culture that team members are proud to be a part of. When your team feels valued, they’re more likely to stay and your practice will thrive as a result.
