Staff turnover in dentistry isn’t new, but in the last few years following the COVID pandemic, it’s been harder than ever for practices to hold on to good people. When a team member leaves, it doesn’t just create an empty chair; it creates a ripple effect that affects the entire practice. Suddenly, office managers have to scramble to cover schedules, dentists take on added stress, and the team left behind feels stretched thin.
The landscape of dental ownership has also shifted dramatically. Fewer new graduates are jumping straight into ownership—not because they don’t want leadership, but because the barriers feel higher than ever. Rising overhead, higher student debt, staffing shortages, increased administrative demands, and constant changes in insurance and regulation have made running a practice more complex and risk-heavy than it used to be. At the same time, large group practices and DSOs offer stability, benefits, and fewer headaches on the business side, which is understandably appealing.
But for those who do choose ownership or aspire to it, the pressure and responsibility have never been greater. That weight is one of the unspoken contributors to stress, burnout, and ultimately staff turnover.
The truth is, turnover is more than an HR challenge. It’s an emotional one. It affects morale, trust, and even the patient experience. But with the right mindset and systems in place, practices can soften the blow and even prevent turnover from becoming a constant cycle.
Why Staff Turnover Hits So Hard
When someone leaves unexpectedly—whether it’s a dentist, a hygienist, or somebody who staffs the front desk—it’s rarely “just one person.” Their tasks, responsibilities, and relationships don’t disappear with them. Instead, they shift onto the rest of the team. For office managers (who are often already juggling billing, scheduling, and patient communications), turnover can mean even longer hours, more pressure, and more room for mistakes.
For the dentist, turnover can feel like carrying the practice on their shoulders alone. And for patients, instability in staffing can erode trust and continuity of care. It’s not surprising that turnover is one of the biggest contributors to stress and burnout in dentistry.
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What Drives People Away from Jobs
While pay and benefits matter, most dental professionals don’t leave solely for financial reasons. More often, turnover stems from:
- Unmanageable workloads: When every day feels like survival mode, good employees burn out fast. The dental insurance maze has gotten more challenging and confusing over time. Between leasing networks, credentialing issues, going in or out of network, and increased denials, insurance alone has become unmanageable.
- Lack of support or training: Team members feel set up to fail when they aren’t given the tools or education to succeed. It's a running joke in dentistry that there is no onboarding for new team members. You are thrown into your position—two feet first, without a lifeboat, and just hope to make it through your first year. There is no one-and-done training for dental teams. Our industry is always changing and evolving, and therefore, there's a need for ongoing training—not just from Facebook groups but from real experts.
- Toxic dynamics: Unresolved conflict or a culture of negativity pushes people out the door.
- Limited growth opportunities: Ambitious team members want to see a future for themselves in the practice.
Recognizing these factors is the first step toward addressing them.
How to Protect Your Team (and Your Peace of Mind)
Turnover will never disappear completely, but it doesn’t have to derail your practice. Here are a few strategies that can help.
#1 Invest in Your Office Manager
Office managers carry a disproportionate amount of the weight when turnover happens. By giving them training, resources, and emotional support, you help them feel valued, and you help stabilize the entire team. More than money, office managers are looking for an investment in their growth and appreciation. An office manager who feels appreciated and loves the culture of their doctor and office will likely not leave to go to another practice for more pay. You do, however, need to make sure their pay is compared against the standards in the area and industry. Another good idea is to put bonus or profit-sharing systems in place that reward the office manager and the team so that when the office does well, the team also does well.
#2 Create Systems That Don’t Live in One Person’s Head
When only one person knows how to manage insurance claims, schedule software, or bill workflows, their departure can throw the practice into chaos. Documenting processes, cross-training staff, and using reliable support systems ensure continuity even during staffing shifts.
#3 Prioritize Culture Over Quick Hires
In the rush to fill a role, it’s tempting to hire the first available candidate. But hiring for character, values, and work ethic—then training the technical skills—pays off in retention. Patients notice when a team genuinely enjoys working together.
#4 Lean on Outside Support When You Need It
Delegating to trusted partners doesn’t mean giving up control. It means taking unnecessary weight off your team’s shoulders so they can focus on what they do best: caring for patients. Whether it’s outsourcing complex billing tasks or automating routine processes, sharing the load helps prevent burnout and turnover before it starts.
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The Bigger Picture
Turnover will always be a part of dentistry, but it doesn’t have to define it. By addressing the root causes, creating systems that protect your practice, and supporting the people who keep it running every day, you can build a team that feels stable, supported, and proud to stay.
Because at the end of the day, dentistry isn’t just about teeth. It’s about people. And when those people feel cared for, the whole practice thrives.
What do you think? Whether you run a dental practice or a medical practice, how do you tackle staff turnover? How else can you retain the people who make the office thrive?