The Cost of Staying Comfortable: How Staff Attrition Drains Your Dental Practice

For many dental practices, the path of least resistance can be tempting—especially when it comes to managing team dynamics. But avoiding tough conversations or settling for the status quo when star team members are unhappy can come at a high cost. In an era where staffing challenges are already top-of-mind, attrition among high-performing dental professionals isn’t just inconvenient—it’s a threat to your bottom line.

The Rising Cost of Turnover in Dentistry

According to the American Dental Association (ADA), staffing shortages remain one of the top concerns for dental practices in 2024. DentalPost’s latest Dental Professional Salary Survey found that over 36% of dental professionals are considering changing jobs within the year. And when an all-star team member walks out the door, practices don’t just lose an employee—they lose knowledge, productivity, patient rapport, and often, revenue.

The cost of replacing a single dental hygienist or assistant can range from $15,000 to $25,000 when factoring in recruiting, onboarding, training, and lost production. For dentists or practice managers who are already stretched thin, this revolving door of talent can significantly impact operational efficiency and team morale.

Why Star Performers Leave

All-star team members don’t usually leave without reason. Burnout, lack of recognition, limited growth opportunities, and communication breakdowns are leading causes of attrition. In DentalPost’s 2024 Workforce Insights Report, 62% of hygienists who had changed jobs cited a desire for better work-life balance or more appreciation from leadership.

Common retention killers include:

• Lack of ongoing education or clear career advancement paths
• Poor communication or unresolved conflicts within the team
• Failure to adjust compensation with market shifts
• Ignoring signs of burnout or discontent

The Hidden Drain on Culture and Patient Care

When top-tier employees leave, it’s not just the numbers that hurt—it’s the ripple effect. Patients often build relationships with front office staff, assistants, and hygienists. A sudden turnover can disrupt continuity of care, affect patient experience, and lead to missed appointments or even loss of patient loyalty.

Remaining team members may also feel demoralized, overburdened, or even resentful—resulting in declining morale and increased chances of further turnover.

Proactive Steps to Retain Your A-Team

The good news is, practices that prioritize retention strategies often see long-term gains in profitability, patient satisfaction, and culture. Here’s how to proactively protect your best talent:

• Conduct stay interviews, not just exit interviews—ask what keeps your team happy, and what might drive them away.
• Invest in training and career growth—show top team members that you value their long-term future.
• Offer flexible scheduling and competitive compensation—especially as inflation and burnout remain concerns.
• Create a culture of recognition—small gestures and regular feedback can go a long way.

Growth Demands Discomfort

Retaining talent often means stepping outside your comfort zone as a leader. It may require restructuring compensation, addressing tough internal issues, or rethinking how you support your team. But in a turbulent economic climate, the practices willing to evolve are the ones that not only retain their best team members—they grow because of them.

Prioritize Your People

Letting comfort dictate your leadership can cost you your most valuable assets: your people. Prioritizing team engagement and retention, especially among your top performers, isn’t just a “nice to have”—it’s a critical element of sustainable practice growth. In today’s high-demand, high-turnover job market, the practices that invest in their teams are the ones that win.