Too often we hear from our dental organizations that they’re losing well-trained employees to another dental practice for $0.50 more an hour. 

We know how frustrating that can be, and it’s not just happening with the assistants and front desk teams, it’s happening with hygienists and doctors as well. 

So, how do you prevent this from happening? 

When people and money are involved, it’s not easy to prevent, but we have some strategies to help you show your employees and future employees why staying with your company is the best option. Here are the “Four F’s” of employee retention:

#1: Feedback

The first step is to gather feedback. Talk to your team and find out what they enjoy about your organization and what they would change if given the opportunity. 

Be clear that you’re requesting feedback to listen and learn and that you aren’t promising to change everything that’s mentioned. But, you may be surprised at what you find. Very often there are minor changes that are easy to execute that can go a long way in making your team feel heard and important. 

And, even beyond the specific organizational changes, simply reaching out for feedback is a powerful step in creating an environment that allows for open and honest communication, and it will likely set a new atmosphere moving forward.

#2: Fun

Your teams spend more time at work than they do at home and if they can say they have fun while working, they will feel that much more fulfilled. 

Allowing for fun in the workplace doesn’t mean you’re turning your dental practice into a party zone. Ask your teams to share ideas on what they consider fun – maybe it’s music, maybe it’s funny videos during huddle, maybe they want to have a costume day in the practice. Invite suggestions and work on bringing those fun moments to life.

And if you’re having trouble coming up with ideas, never underestimate the value of food. Incorporating fun into your office can often be as simple as providing donuts, calling for a Taco Tuesday, or setting aside time for a team lunch together. You could even put together a potluck where team members bring their favorite treat. 

Food brings people together and creates a sense of community and family in the workspace. This can go a long way in lifting spirits and strengthening your organization’s culture, creating more fulfillment for everyone and a desire to stay with the company rather than stray elsewhere. 

#3: Future

One big benefit of being in group dentistry is having advancement opportunities outside of the typical roles in a dental practice. It’s crucial to help your team members see that future opportunities exist, and how they can train and educate themselves to fill those roles. 

Career advancement opportunities rank high on the list of desires for current and future employees. It’s your job to help employees see the future of the organization and how they fit into that plan. Through these conversations, you may find that a team member has ambitions of being an operations leader over multiple practices. Maybe another person wants to be a dental assistant trainer and have some added responsibility and compensation. 

The growth of your organization allows for all sorts of advancement options, and these conversations help everyone to see themselves in that future.

#4: Fortune

And lastly, retaining your top employees means compensating them well.

When you're talking about compensation, here are a few things to keep in mind: 

When it comes to compensation for clinicians, be very clear on how your providers are paid. If it includes a percentage of collections or production, discuss what that truly means in your organization. Another organization may be offering to pay a higher percentage, but often it’s a higher percentage of a much lower number. Be specific and clear about the numbers. These conversations are vital for retaining top employees, so be as transparent as possible.

Money is important for team members, but remember that "fortune" is more than just the hourly wage your team members are bringing home.

Always be sure to talk about total compensation when you’re discussing pay with a team member. This includes bonus structures, profit sharing, health insurance, 401k, access to ancillary insurance products, PTO, sick time, flexible hours, overtime options, annual merit increases, company-paid continuing education, free coffee, etc. The list goes on and on. When you’re discussing a compensation package, even the smallest details are important to mention. Make sure team members know the true extent of their compensation. No detail is too small.

What if someone still decides to leave?

If an employee still chooses to leave, don’t worry. Many people are drawn to attractive employment offers, but it doesn’t turn out to be as good as they had hoped. Sometimes they learn for themselves just what they’re missing and chose to return to your team. If you treat your team well and follow these 4 guidelines, there’s a good chance they’ll be back.