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By Jill Meyer-Lippert, RDH
The American Dental Association recently recognized that dentists nationwide are facing a candidate shortage unlike any before, in large part because of the pandemic and its aftermath. What can employers do to stop the exodus of employees from their practices?
Anthony Klotz, associate professor of management at Texas A&M University, recently caused a stir on social media with his prediction of the big resignation. Growing numbers of workers are expected to quit their jobs due to pandemic-related epiphanies on family time, remote working, commuting, passion projects, life and death and what it all means. While some turnover is a normal part of business, many dental offices have staffing requirements beyond the norm.
For reflux, it is important that dental bosses learn to recognize the signs of employee dissatisfaction and burnout and develop strategies to reduce negative impacts on employee health, productivity and team culture. .
How to recognize burnout
The World Health Organization (WHO) defines burnout as a syndrome resulting from chronic stress at work that has not been successfully managed. He is characterized by three-dimensional feelings of exhaustion or energy exhaustion, reduced professional efficiency and increased mental distance from his work or feelings of negativity or cynicism related to his work.
Burnout has become a common condition. The 2021 Mind the Workplace report, created by the nonprofit Mental Health America, measured the perceptions of more than 5,000 employees in 17 industries in the United States regarding mental health issues in the workplace, including including burnout. The results have been astounding.
The survey shows that nearly 83% of people say they feel emotionally drained from their jobs, while more than 43% of employees agree that they have felt more insensitive to people since starting their job.
Here are some common signs of burnout:
Reduced productivity Absenteeism Increased number of errors Lack of interest or enthusiasm Negative moods and attitudes Cynicism towards colleagues
Once burnout has been identified, how can leaders intervene in a positive way?
Ask the employees
Take the time to ask your employees how things are going. Do team members feel properly trained and supported? Practice talking with them rather than talking to them. Employees need to be confident that their responses will not be rejected or be subject to retaliation.
Encourage holidays
Vacation and downtime allow team members to rejuvenate and invest in their own physical and mental well-being, and this goes on to create a healthy work environment.
Evaluate compensation and benefits
Take an honest look at how your employees are paid. Are you staying competitive with other practices in your region?
Focus on team cohesion
Are your employees having fun? While the job sometimes has to be serious, nurturing positive relationships between your employees creates a better atmosphere for everyone. Plan activities for team members to build trust by getting to know and understand each other better on a personal level.
Exit interview
Don’t bury your head in the sand. It is very helpful to ask for feedback from employees who choose to pursue other avenues. If you don’t know that a problem exists, you won’t be ready to stop it from negatively affecting someone else.
Being aware of your corporate culture and the happiness of your employees can offer countless returns. Creating a supportive environment is an investment in the future success of your team members and the business as a whole.
Jill Meyer-Lippert, RDH, practices in Wisconsin and is the founder of Side Effect Support LLC, an online resource for cancer patients, family caregivers, and healthcare providers to reduce harmful oral side effects treatments. She also works with Custom Dental Solutions as the Community Relations Manager.
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