Staffing Trends to Be Aware of for 2025

Practice owners know that retention challenges, salary inflation, and rising employee expectations have been increasingly difficult to manage. According to the 2024 DentalPost Dental Salary Survey, salaries rose by 11% for hygienists and office staff. However, nearly 45% of those surveyed said they were considering a job change before 2025. So, what can you do to retain key staff, make them more engaged, and avoid the cycle of replacing staff?
Over the past two years, the top three motivators for changing jobs have been more than just income. For billing specialists, dental assistants, and front office associates, the priority has been a better work environment and more appreciation. Associate dentists and hygienists are also looking for career advancement and a better work environment.
The survey defines a better work environment as one with reduced stress, greater respect, and collaborative teamwork. Practices that focus on building a positive team culture have a leg up when it comes to retaining staff and attracting new talent.
How to Improve Practice Culture
There are several effective ways to establish and improve your practice culture. Start by providing competitive benefits to ensure your team feels valued and well-compensated. Recognize and reward achievements regularly, as acknowledgment can significantly boost morale and motivation. Offering ample time off and actively encouraging employees to take it is crucial for maintaining work-life balance and preventing burnout. Additionally, providing professional development opportunities shows your commitment to your employees’ growth and helps them advance in their careers. Encourage team input and collaboration by creating an environment where everyone’s ideas are heard and valued, which fosters a sense of ownership and teamwork. Finally, establishing a defined purpose, vision, and values for the practice helps align everyone with the practice’s goals and creates a shared sense of direction and commitment.
Compensation Is More Than Salary
In the 2024 survey, associates’ compensation rose by 11%, but dissatisfaction with compensation increased by over 30% year over year. Inflation plays a big role in making raises feel less impactful. One way to offset less-than-desired salary increases is to provide unique benefits to your associates. For instance, you could offer financial planning services as a perk. Giving your high-producers a way to plan, protect, and grow their money could set you apart from the practice down the street. Our financial advisors at Jones & Roth are happy to be of service to them.
For hygienists and staff, consider building a bonus structure that rewards high performers. Tying incentives to office efficiencies or new patient starts can boost team morale and help practice owners achieve their goals. Bonuses can be paid out in three main ways:
- Cash bonuses: These can be a physical check, added to a regular payroll check, or given as cash. Either way, they are taxable compensation and must be processed as payroll and included on the employee’s W2. If you are targeting a certain net benefit, you can gross up the amount processed through payroll to arrive at the desired end result.
- Gift cards: These can be used as recognition for a job well done. However, cash equivalents, such as gift cards, are considered taxable compensation. Be sure to let employees know that the gift card will be reported on payroll.
- Non-cash gifts: These are another way to reward staff. Non-cash gifts are also taxable unless their value and frequency are de minimis. The IRS has ruled previously that items with a value exceeding $100 could not be considered de minimis, even under unusual circumstances. Some examples of non-cash gifts that would not be taxed, if infrequent and de minimis, include gifting fruit baskets, wine, flowers, or a turkey or ham for the holidays.
However you decide to implement changes to address job satisfaction, the survey emphasizes the need to be adaptable to meet a changing workforce and compete in the evolving job market.