Why Positive Company Culture Matters in the Dental Space

The Importance of a Strong Dental Company Culture

The significance of cultivating a robust dental company culture is often underestimated, despite its growing prominence among job seekers—particularly younger dentists. Research indicates that workplace culture can be as, if not more, crucial than salary and benefits. A Glassdoor survey highlights that “Millennials are more likely to prioritize culture over salary compared to those aged 45 and older.” In the dental industry, where burnout is a frequent issue, a strong, positive culture can greatly influence employee satisfaction and retention, making it a key factor in attracting and retaining top talent.

Is Your Executive or Senior Management Team Truly Relatable?

Does your executive team come across as approachable and relatable to your employees? Open communication, transparency, and approachability are crucial leadership traits that foster a positive DSO culture. When employees feel that their voices are heard and valued, it significantly enhances their engagement and satisfaction. Dentists often express frustration when they feel disconnected from executives who seem detached from the daily realities of their practices. As a DSO executive or owner, it’s vital to be visible and accessible throughout your organization. Build personal relationships with your dentists and staff, understanding their daily experiences, and cultivate a management style that blends authority with genuine connection.

Building a Unified Culture: Key Steps for DSOs of Any Size

You might be asking, “How can I achieve this?” Whether your DSO has just one practice or more than a thousand, maintaining a strong and positive company culture is entirely possible. Here’s what it requires:

Positivity from the top: It all starts with the executive team setting a positive example, which should then cascade throughout the organization.
Consistency from middle management: If your DSO includes middle management, they must also embody and reinforce the same positive culture.
Spread throughout the staff: This positive culture needs to extend to all levels of the practice, including both the staff and doctors.

By ensuring positivity at every level, you create an environment where a strong, cohesive culture can thrive.

The Hiring Process for Start-Ups and Practices

Throughout the interview process, it’s essential to be transparent about what you’re seeking in a candidate. Share your company motto and provide detailed information about the position and practice. Approach every interaction with kindness, professionalism, and respect. This includes being prompt with all follow-ups upon receiving applications, even if you decide not to move forward with a particular candidate.

Sustain a Strong and Positive Company Culture with Your Current Team

Hold weekly one-on-one meetings with each of your direct reports. While these meetings should cover project status and other work-related topics, they are equally important for discussing the employee’s overall well-being. Use these sessions to build a strong relationship by asking about their professional and personal experiences, without pressing for details they’re not comfortable sharing. Create a supportive, non-judgmental environment where they feel safe to speak openly.

During these meetings, actively listen and take notes if necessary. Follow up on any issues or concerns raised and encourage employees to contribute their own solutions to problems. The goal of these meetings is to foster a better understanding and strengthen your relationship, ultimately enhancing teamwork and improving patient care.

Build a Strong and Positive Culture Without Breaking the Bank

Many DSO or private practice owners worry that creating a positive culture requires significant financial investment and hiring external experts. In reality, you can build a strong and positive culture with minimal expense; the key is dedicating time from your schedule. Here are some practical steps to enhance your company culture:

Hold Weekly One-on-One Meetings: Make time for weekly one-on-one meetings with each employee. These don’t have to be lengthy—just 15 minutes can be sufficient. Use this time to listen actively and understand their needs, frustrations, and goals. Consistency is more important than duration.
Conduct Weekly Group Meetings: Gather your entire team weekly for group meetings. Keep these sessions engaging with fun activities or icebreakers, followed by a discussion of team successes and challenges. Aim for 30 to 60 minutes and use this time to address concerns collectively, fostering a supportive and open environment.
Organize Monthly “Fun” Events: Plan a monthly event focused solely on positive experiences and team bonding, such as an ice cream social or pizza party. These events can be held at the practice or offsite, depending on what works best for your team.

By integrating these practices into your routine, you can cultivate a positive and cohesive work environment without significant costs.

A Strong Company Culture Drives Retention

What is employee retention? It’s the ability to keep your employees with your practice for the long term—or ideally, for their entire careers. A strong company culture plays a crucial role in this. The better your culture, the less likely employees are to leave, which helps you avoid the high costs and challenges associated with hiring—a major concern in the dental industry.

When your practice has a positive culture, employees feel valued and satisfied. They are more likely to address any issues with their managers openly, work together to resolve problems, and stay committed to the practice. Satisfied employees are less likely to leave negative reviews online and more likely to recommend your practice to friends and family, both as potential employees and as patients.

Written by: Priyanki Amroliwala, 42 North Dental, Senior Manager, Talent Acquisition