When migrating fish detect a change in their environment, they do what comes naturally: move. Seeking out an ideal atmosphere keeps them healthy, happy (Can fish be happy?), and alive.
The same instinct applies to professionals when it comes to their work environment. When detecting toxicity in their surroundings, employees’ self-preservation alarms go off, and they may seek a healthier place to continue their career.
Dental Post’s recently released Salary Survey points to this very phenomenon. In fact, their research reveals that over 30% of those in the dental profession are considering a career change in 2023. That’s a fairly large school of professionals looking to make a change. And they could be working for you right now.
If you’re worried your practice is a breeding ground for negativity, there are ways to right the ship so you don’t lose your top talent and your patients. They pick up on the tension, too. Ignoring the problem will result in lost production, lost patients, thousands of lost dollars, and angry staff.
So what’s a dentist to do?
1. Don’t ignore the issue.
Doing so will make it far worse as tension bubbles over and explodes.
2. Do step in immediately and often.
Until your team is back on track, addressing issues as they surface helps resolve conflicts before further damage to team morale and revenue occurs.
3. Provide a code of conduct and communicate it often.
If your team isn’t clear on office conduct, conflict is sure to arise. Keeping your code of conduct visible and communicating it in team meetings and/or email will help keep everyone on the same page and help your team work through issues on their own.
4. Consider training.
You’re a dentist, not an HR expert. And playing referee to your team takes away from your focus on patients. Investing in proper training for your team shows them that you value their work. It also empowers them to resolve their own issues as they arise without dragging you into the mix.
5. Upgrade your team.
Sometimes no matter how you handle conflict, people just aren’t going to get along. And you shouldn’t have to put up with it. Since there’s a large chunk of talent planning to look elsewhere this year, it might be a good time to start advertising for top talent. Make no mistake, putting your go-to job description on the usual job boards isn’t going to lure top talent to your practice. Following the simple plan to attract top talent from our newest report, Staffing Up Made Simple, can.
Grab your copy and start creating an environment that top talent wants to work and stay in.
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