{"id":1134,"date":"2023-12-01T02:59:00","date_gmt":"2023-12-01T02:59:00","guid":{"rendered":"https:\/\/www.practicesolutionsinc.net\/blog\/?p=1134"},"modified":"2023-12-01T14:59:28","modified_gmt":"2023-12-01T14:59:28","slug":"high-trust-relationships-lessen-team-turnover","status":"publish","type":"post","link":"https:\/\/www.practicesolutionsinc.net\/blog\/2023\/12\/high-trust-relationships-lessen-team-turnover\/","title":{"rendered":"High Trust Relationships Lessen Team Turnover!"},"content":{"rendered":"\n<p>Team turnover has risen to epidemic proportions.&nbsp; The expectations of long-term commitment have reduced significantly.&nbsp; In fact, some institutions are teaching the best way to climb the ladder is to job hop.&nbsp; However, research supports that higher job satisfaction results from high trust, long-term work relationships.&nbsp; High trust in work relationships lessens team turnover.  <\/p>\n\n\n\n<p><iframe loading=\"lazy\" title=\"High Trust Relationships Lessen Team Turnover\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/pseLp8P85I0?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n\n\n\n<p>I have the privilege of working with dental teams nationwide.&nbsp; I have found that team turnover has increased and often for the smallest of reasons.&nbsp; There seems to be little to no effort from the employees to improve and invest in the culture.&nbsp; Instead, the mindset is to find a new job and move on. The problem is wherever you go there you are.&nbsp; The same issues will continue to plague us unless we invest in the relationship and focus on a resolution.&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p>Often it is a false assumption that ends the relationship.&nbsp; The uncomfortable conversations that need to happen to avoid assumptions and resolve conflicts or concerns are not happening.&nbsp; I love the quote; \u201cShort term discomfort avoids long term dysfunction!\u201d<\/p>\n\n\n\n<p>If everything goes well the relationship works.&nbsp; Relationships that are never challenged are a low investment and low trust relationship.&nbsp; They are at high risk when a challenge does occur.<\/p>\n\n\n\n<p>High functioning relationships are based on high trust.&nbsp; High trust is developed from an ongoing commitment to invest in the relationship even when things are difficult.&nbsp; It is a belief that the other person has our back, and we are in it for the long haul.<\/p>\n\n\n\n<p>Imagine a marriage where the first disagreement results in a threat to divorce. How much confidence would you have in the relationship?&nbsp; A disagreement where the team member threatens to leave the practice or is threatened to be let go is a very similar scenario.&nbsp;<\/p>\n\n\n\n<p>I am blessed to say that I have been very happily married to my husband Steve for over 28 years.&nbsp; We have a high trust relationship because we committed to each other that we would invest in our relationship and not walk away even if times get tough.&nbsp; Investing means honoring, respecting, and committing to the other person.&nbsp; Resolving difficult situations fosters confidence and high trust.&nbsp;&nbsp;&nbsp;<\/p>\n\n\n\n<p>So why invest in the relationship?&nbsp; Here are just a few benefits of the employer and employee\u2019s benefits of investing in a long-term relationship.<\/p>\n\n\n\n<ul>\n<li>High trust relationships with team<\/li>\n\n\n\n<li>High trust relationships with patients<\/li>\n\n\n\n<li>Highly skilled team<\/li>\n\n\n\n<li>Compensation package maximized<\/li>\n\n\n\n<li>Belong to something bigger than themselves<\/li>\n\n\n\n<li>Ownership, value and purpose from long-term investment<\/li>\n\n\n\n<li>High job satisfaction<\/li>\n\n\n\n<li>Minimal team turnover stress and expense<\/li>\n<\/ul>\n\n\n\n<p>Any time an employee leaves your practice, for any reason, they are called a turnover.&nbsp; You can calculate your annual employee turnover % by dividing the annual employee turnover number by total number of team members.&nbsp;<\/p>\n\n\n\n<p>Losing only one mid-level employee that is paid $30 per hour and works 32 hours per week (annual salary of $49,920) can cost your practice anywhere from $24,960 to $99,840 in recruiting and training expenses.&nbsp; This dollar range represents a 6 to 24-month salary range of the mid-level employee.&nbsp; You won&#8217;t see it as a separate line item on the P &amp; L.&nbsp; However, trust me it is there&#8230;hidden in reduced production and collection numbers.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Your patients come to your dental office expecting to see the same faces.&nbsp; Patients often build stronger relationships with the team than they do the doctor because they spend more time getting to know them.&nbsp; Patients often look to team members to reinforce the necessity of treatment.&nbsp; If you question this statement, ask your clinical and non-clinical team if they have ever been asked by a patient; do I really need this treatment, or would you do this treatment? High turnover results in declining trust and case acceptance.<\/p>\n\n\n\n<p>Most dental practices don&#8217;t have spare team members just waiting to pick up the slack.&nbsp; Which means that an existing team member must spend a large portion of their time training the new team member.&nbsp; In most cases the team member was already working at capacity yet is expected to fit in the training and still perform at the same level.&nbsp; Very few practices adjust their scheduling to accommodate the training process.&nbsp; The added pressure spawns a culture of high stress, low morale and less than performance.&nbsp; In practices where there is consistent turnover there is very little desire to train the new team member.&nbsp; The mindset I often encounter is why bother&#8230;after all they will just be leaving soon anyway.&nbsp; Even a high-performing culture is at the mercy of turmoil from turnover.<\/p>\n\n\n\n<p>Here are some ways for employers to invest in long-term relationships:<\/p>\n\n\n\n<ul>\n<li>Interview and vet applicants for character traits, attitude and skill sets as well as fit with the practice culture, managers, and co-workers.<\/li>\n\n\n\n<li>Set comparable compensation and benefits with industry standard.&nbsp; Review compensation and benefits packages at least annually.<\/li>\n\n\n\n<li>Treat your team as well as you treat your patients.<\/li>\n\n\n\n<li>Establish clear standards that are consistent for the entire team.<\/li>\n\n\n\n<li>Create opportunities for open discussion with consistent daily huddles and weekly to monthly team meetings (frequency is based on amount of new team members, changes, and challenges).&nbsp;<\/li>\n\n\n\n<li>Show respect and recognition to employees.&nbsp; Awards, recognition, and praise might just be the single most cost-effective way to maintain a happy, healthy and high-performing practice culture.<\/li>\n\n\n\n<li>Maintain a realistic work schedule based on current employee coverage.<\/li>\n\n\n\n<li>Create a positive practice culture with room to learn and grow.&nbsp;<\/li>\n\n\n\n<li>Keep employees in the loop and informed about future growth and how they can get there. Annual reviews or midyear check-ins are important; also encourage workers to come to you with career questions and goals throughout the year.<\/li>\n<\/ul>\n\n\n\n<p>Investing in long-term relationships will reap long-term happiness and success!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Team turnover has risen to epidemic proportions.&nbsp; The expectations of long-term commitment have reduced significantly.&nbsp; In fact, some institutions are teaching the best way to climb the ladder is to job hop.&nbsp; However, research supports that higher job satisfaction results from high trust, long-term work relationships.&nbsp; High trust in work relationships lessens team turnover. I [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,4,5,6,9,16,19,191,44,197,49,51,53,195,196,1],"tags":[63,73,76,81,214,93,121,140,146,170,221],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>High Trust Relationships Lessen Team Turnover! - Practice Solutions Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.practicesolutionsinc.net\/blog\/2023\/12\/high-trust-relationships-lessen-team-turnover\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"High Trust Relationships Lessen Team Turnover! - Practice Solutions Blog\" \/>\n<meta property=\"og:description\" content=\"Team turnover has risen to epidemic proportions.&nbsp; The expectations of long-term commitment have reduced significantly.&nbsp; In fact, some institutions are teaching the best way to climb the ladder is to job hop.&nbsp; However, research supports that higher job satisfaction results from high trust, long-term work relationships.&nbsp; High trust in work relationships lessens team turnover. 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