If you ask me, retention is one of the most overlooked pieces in the hiring puzzle. And here’s the truth: if you don’t have your house in order before you start hiring, you’re just setting yourself up for a revolving door of assistants, hygienists, and front office staff. That helps no one—not your team, not your patients, and certainly not your bottom line.
So let’s talk about how to keep the great people you already have, and set up new hires for long-term success through smart onboarding strategies.
Why Retention Matters More Than You Think
At a CE course I taught recently, I asked a room full of dentists: “Have you ever had an employee quit that you wish you’d done more to keep?”
Over half raised their hands.
When I asked why, the most common answer was: “If I had just agreed to the raise they asked for, I would’ve saved so much time, money, and stress.”
That hit home.
Being short-staffed in a dental office isn’t just inconvenient—it’s costly. Dental professionals fall under “skilled hourly” and “professional” roles, meaning replacing just one employee can cost you 75% to 125% of their annual salary. Between recruitment fees, job ad costs, time spent interviewing, onboarding, and training—not to mention the lost productivity—it all adds up. Quickly.
Turnover not only drains your resources, it limits your practice’s ability to grow. So yes, investing in retention might cost something upfront. But it’s far less expensive than replacing team members every few months.
7 Strategies to Retain Your Dental Team
If you want employees to stick around, here are some of the best practices I recommend:
1. Encourage Creativity
It might seem tricky in a clinical environment, but dental professionals thrive when they feel heard and valued. Invite your team to brainstorm ways to increase production or bring in new patients.
One of my favorite stories: a dental assistant once suggested handing out flyers at nearby apartment complexes. We did it—and gained several new patients! Giving team members space to contribute makes them feel invested in the practice.
2. Offer Competitive Pay & Benefits
You don’t need to break the bank, but make sure your compensation keeps pace with your local market. Even small perks—like one mental health day per quarter—can go a long way in showing your team you care.
3. Reward Longevity
Consider increasing PTO for every year an employee stays (up to a cap), or even exploring long-term bonuses or profit sharing. Some practices even grant partial ownership after a certain number of years—those team members become fiercely loyal.
Note: Always consult a labor lawyer before implementing these programs.
4. Create Advancement Paths
People don’t want to feel stuck. A growth ladder like this can help:
- Dental Assistant
- Registered/Certified Dental Assistant (with help paying for certification)
- Lead Assistant
- Back Office Manager
Make expectations clear and support their growth—loyalty follows.
5. Be a Mentor, Not a Boss
Employees want to work with you, not for you. Show genuine interest in their goals and help them succeed.
6. Ditch the Micromanagement
Give clear guidance, then step back. Trust builds respect—and happier teams.
7. Recognize Wins Early & Often
You can never say “thank you” too much. Celebrate small victories together. It builds culture, motivation, and loyalty—all for free.
Onboarding: Your Secret Retention Weapon
If your current team is dialed in, it’s time to make sure new hires stick around too. That starts with structured onboarding.
Why? Studies show that new hires who go through a strong onboarding process are 58% more likely to stay with the company for 3+ years.
Let that sink in. A week or two of effort in onboarding can translate into three years of retention.
Here’s what that onboarding process should look like:
A 7-Step Onboarding Framework That Works
1. Make Day One Special
Decorate the office, give them a custom mug, and welcome them with a smile and some fun. Make it clear you’re excited they’re here.
2. Keep It Light
Don’t overload their first day. Keep the schedule flexible so you have time to onboard, answer questions, and make them feel comfortable.
3. Review the Employee Handbook
Make sure roles and responsibilities are crystal clear from day one. Introduce the team and explain everyone’s function.
4. Map Out the First Two Weeks
Avoid the “just throw them in” mentality. Set check-in meetings and share that schedule with your new hire so they can mentally prepare.
5. Assign a Buddy
Give them someone to go to with questions—ideally your most positive and helpful team member. This speeds up integration and builds connection.
6. Over-Communicate
Praise early and often. Provide feedback, check in frequently, and be approachable. You might feel like you’re doing too much—but they’ll feel supported.
7. Do a 90-Day Review
If a raise was promised, deliver. If not, set clear expectations for how they can earn one. Follow through. Always.
Final Thoughts
Retention isn’t just about saving money—it’s about building a workplace where people want to stay and grow. Before you ramp up hiring, take the time to solidify your retention and onboarding strategies.
Because when your foundation is strong, every new hire has the potential to become a long-term, loyal team member—and your practice will thrive because of it.
Once you have these systems in place and you are ready to hire, head to DirectDental and post your job!
Smiles,
Holli Perez
DirectDental
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