When a Dental Team Member Wants More: Your Guide to Retaining Top Talent

The Conversation Every Practice Owner Dreads

“Dr. Johnson, can I speak with you privately? I’ve been thinking about my career path, and I feel like I need more growth opportunities…”

Your heart sinks. Sarah has been your best dental hygienist for three years. Patients request her specifically, she mentors new team members effortlessly, and she’s the backbone of your patient experience. Now she’s sitting across from you with that look—the one that usually precedes a resignation letter.

This scenario plays out in dental practices across the country every week, and retaining top talent has become one of the most critical challenges facing practice owners.

But here’s what most practice owners don’t realize: when a valued team member says they “want more,” it’s not always about leaving. It’s often a cry for help, a request for growth, and an opportunity to strengthen your practice if you respond correctly.

Why Your Best Team Members Are Looking for “More”

The desire for “more” isn’t always about money. Team members today want professional growth, recognition, and clear career paths. The most common drivers include:

• Lack of advancement opportunities within the practice structure
• Recognition deficit – 82% of employees stay longer when frequently recognized
• Limited decision-making authority for experienced team members
• Unclear career paths compared to corporate environments
• Work-life balance challenges leading to burnout

When team members express wanting “more,” it’s actually a sign of engagement—and an opportunity to strengthen loyalty through strategic development.

The Strategic Response: Turning “More” Into Mutual Growth

When a team member expresses the desire for more growth, advancement, or opportunity, your response in that moment determines whether you’ll retain and energize them or lose them to a competitor. The most successful practice owners have learned to reframe these conversations as strategic planning sessions.

Step 1: Listen First, Respond Second

Before jumping to conclusions or making immediate offers, understand what “more” actually means to this individual. Is it more money, more responsibility, more learning opportunities, more recognition, or more work-life balance? Each requires a different approach.

Step 2: Assess Their Value and Potential

Not every team member who wants “more” should receive the same response. Your top performers who demonstrate leadership, initiative, and commitment deserve different consideration than average performers seeking advancement without merit.

Step 3: Create a Customized Development Plan

The most effective retention strategies are individualized. What motivates your office manager may be completely different from what engages your dental assistant or hygienist.

Practical Retention Strategies That Work

Create Career Advancement Pathways

Develop clear progression opportunities within your practice structure—senior hygienist roles with mentoring responsibilities, patient experience specialists, or technology champions for team members interested in dental innovations.

Implement Skills-Based Development

Invest in your team’s professional growth through sponsored continuing education, in-house training on new technologies, mentorship programs, and certification courses for expanded duties.

Build Recognition Systems

Create monthly team spotlights, peer recognition programs, milestone celebrations, and performance-based bonuses tied to specific goals. Recognition doesn’t require significant investment, but it must be consistent and meaningful.

Expand Decision-Making Authority

Include senior team members in practice planning, create departmental leadership roles, establish committees for patient experience improvements, and allow experienced staff to lead training sessions.

Your Action Plan for Team Retention

When team members express wanting “more,” view it as an opportunity rather than a threat. Channel their ambition into mutual growth and success.

Start This Week:

• Schedule individual career conversations with key team members
• Ask about their professional goals and growth interests
• Identify team members most at risk for departure

This Month:

• Create individualized development plans for top performers
• Establish recognition systems and communication protocols
• Research continuing education opportunities in your area

This Quarter:

• Implement formal career advancement pathways
• Launch professional development programs
• Create flexible work arrangements where feasible

Team member retention isn’t just about preventing departures—it’s about creating an environment where talented people want to grow and build their careers.