At this point, most dentists agree on the problem:
Hiring and retaining staff—especially hygienists—is one of the biggest challenges in dentistry today.
So naturally, the next question becomes:
Can better pay and benefits solve it?
The answer is:
Yes… but not entirely.
Compensation is a critical piece of the puzzle—but it’s only part of a much larger shift in how dental teams think about work.
What the Data Shows About Benefits
Across dental practices, certain benefits are widely offered:
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Paid vacation and holidays
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Dental benefits
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Retirement savings options
In fact, a large majority of practices provide these core offerings
However:
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Fewer than half offer health insurance
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Even fewer provide broader benefits like paid leave or professional development support
There’s also a clear pattern:
Practices with adequate staffing tend to offer more comprehensive benefits.
This suggests that benefits do play a role in attracting and retaining staff—but they’re not the only factor.
Why Compensation Alone Isn’t Enough
If higher pay were the full solution, the problem would already be solved.
But despite rising wages:
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Hiring remains difficult
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Turnover continues
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Many positions remain unfilled
So what’s missing?
1. Changing Workforce Expectations
Today’s workforce is prioritizing more than just pay.
Many dental professionals are looking for:
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Flexibility in scheduling
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Work-life balance
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Positive workplace culture
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Predictable hours
In some cases:
These factors matter as much as—or more than—compensation.
2. The Economics Don’t Always Work
There’s also a structural challenge.
As we’ve discussed:
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Reimbursement rates are not keeping pace with rising costs
That means:
Practices can’t always raise wages indefinitely without impacting profitability.
This creates a tension between:
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What employees expect
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What practices can sustainably afford
3. Competition Is Increasing
Practices are no longer just competing with:
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Other private offices
They’re also competing with:
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DSOs
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Temp agencies
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Alternative work arrangements
Some of these options offer:
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Higher pay
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More flexibility
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Different benefit structures
What Successful Practices Are Doing Differently
The practices that are navigating this environment most effectively are taking a broader approach.
1. Thinking Beyond Salary
Instead of focusing only on hourly pay, they’re considering:
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Flexible scheduling
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Part-time options
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Creative compensation structures
2. Investing in Culture and Retention
Retention is becoming just as important as recruitment.
This includes:
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Building a positive work environment
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Supporting team development
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Creating clear expectations and communication
3. Aligning Compensation with Strategy
Rather than reacting to the market, successful practices are:
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Evaluating what they can afford
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Aligning compensation with production goals
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Structuring roles in a way that supports profitability
What This Means for Sellers
If you’re preparing to sell, your approach to staffing—and compensation—is part of your story.
Buyers will evaluate:
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How your team is structured
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What benefits you offer
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Whether your model is sustainable
A practice that demonstrates:
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Stability
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Thoughtful management
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A balanced approach to compensation
will be viewed more favorably.
What This Means for Buyers
For buyers, this is an area that requires careful planning.
Post-acquisition, you’ll need to:
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Retain existing staff
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Potentially recruit new team members
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Balance compensation with profitability
Understanding:
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Local market expectations
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Competitive pressures
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Practice economics
is critical to making this work.
The Bigger Insight
The staffing challenge isn’t just about compensation.
It’s about alignment:
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Between employer and employee expectations
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Between costs and revenue
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Between traditional models and modern realities
And solving it requires more than just:
“Paying more”
It requires:
Thinking differently about how a practice operates.
Looking Ahead
Next week, we’ll bring everything together:
> How to position your practice for growth—or sale—in today’s evolving market.
If you’re evaluating how staffing, compensation, and practice performance all connect, that’s where a more strategic perspective can make a meaningful difference.