> Retention
The Secret to A+ Onboarding and Retention By Dr. Craig Copeland
Your doctors are the heart and soul of your organization, so there’s nothing more important than hiring and keeping the right people. Success when it comes to retention isn’t tied to compensation or benefits, and it doesn’t come from recruiting people based only on their clinical qualifications. Dental skills can be developed, but creating the right culture isn’t as easy.
a vision with a definite structure that gives them a foundation upon which they can build success. That central vision is shared by everyone we hire and it makes it easy for our doctors, and prospective doctors, to see a realistic, tangible future where they can eventually own practices, in which they can grow and become a better leader, a better person, a better wife, father, husband — anything you can think of. That’s what we’re trying to drive and that’s what has led to great retention. If you have a clear vision set out for your doctors, and if you’re relationship-minded, then everything will reflect that mindset and everything else will fall into place.
Transparency the whole way through
Solid retention starts by recruiting people who are going to fit in culturally, and who buy into everything your organization is about. At Community Dental Partners (CDP), we invested in creating a central guiding vision and a clinical constitution that permeates the entire organization.
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Everything we’ve done at Community Dental Partners comes from a culture built on relationships, not on transactions. For us, that started by making an investment to create a culture that our doctors wanted to stay with. A huge part of that comes from having
JANUARY/FEBRUARY 2022 • DENTIST ENTREPRENEUR ORGANIZATION
It all starts with transparency. From our first contact with potential recruits, we lay out exactly who we are and what we expect out of our doctors. But more than that, we show it to them. All of our doctors are with us for a reason. So I always encourage new doctors who are coming in to ask everyone about everything – every side of it. I’d rather a potential new hire find out everything about us – the good, bad, and ugly – before they come in. The reason is simple, I want them to come in day one and not
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