Let’s set the scene:
You’re a dentist. You spent a decade of your life perfecting your clinical skills, memorizing nerve pathways, and learning how to prep a crown with the finesse of Michelangelo. But now, your biggest headache isn’t a tricky molar, it’s Susan at the front desk who keeps misfiling claims and Becky in the back who’s suddenly decided she’s the office manager because she’s been here since the Nixon administration.

Welcome to practice ownership. Where your real job is part-time therapist, part-time babysitter, full-time ringmaster in the greatest show not on earth—your dental office.

Patient Care? Easy. People Management? Lord Help Us.
Let’s be honest: dentistry would be downright blissful if all you had to do was treat teeth. But no, that’s just the beginning. You’re now managing:

A front desk person who thinks insurance verification is "optional",

A hygienist who’s convinced she’s being micromanaged because someone reminded her to clock in,

A brand-new assistant who “just isn’t a morning person” (you know, for her 6:30 a.m. shift),

And an accounts receivable report that could double as a Stephen King novel.

And somewhere in the middle of that chaos, you're supposed to lead with confidence, foster an amazing culture, and make your team feel grateful to work for you. Easy, right?

Hiring: Dental Tinder, But With Payroll
Hiring in dentistry today is like going on blind dates—with people who might ghost you after two weeks or show up smelling like yesterday’s tuna salad. You can post the perfect job ad, offer competitive pay, give away free lunch, but the truth is:

You don’t really know who you hired until they’ve sat through one patient cancellation and two denied claims.

So how do we avoid turning your office into a revolving door of dysfunction? Here's what smart practices are doing to protect their sanity and their culture:

1. Hire for Attitude, Train for Skill
Anyone can learn to click the “submit claim” button. But you can’t teach someone to not be a jerk.
Great offices screen for:

• Coachability

• Team spirit

• Work ethic

• Emotional intelligence (yes, it’s a real thing, and no, not everyone has it)

Tip: During interviews, throw in questions like:
“Tell me about a time you disagreed with a coworker. How did you handle it?”
“What’s your approach to managing stress when the schedule falls apart?”

If they respond with “I just keep it real” or “I don’t do drama,” run. That’s code for I bring drama.

2. Culture Isn’t Optional—It’s Oxygen
You can’t force culture with pizza Fridays and a Spotify playlist. Culture is how your team speaks to each other on a stressful Monday. It’s whether they help clean up after a lunch-and-learn or bail like it’s fire drill practice.

Here’s what actually builds strong culture:

• Clarity – Everyone knows their role, their responsibilities, and how success is measured.

• Communication – Regular team huddles, feedback loops, and zero tolerance for gossip.

• Consistency – You can't coddle Becky because she’s “been here forever” while disciplining someone else for the same offense.

Remember: What you tolerate becomes your culture.

3. Leadership by Example—Yes, That Means You, Doc
If you're grumpy every time a claim gets denied, your team will pick up that energy faster than an oral surgeon books a Friday off.

Your team reflects your leadership. So if you want a team that:

• Smiles at patients

• Owns their mistakes

• Celebrates each other’s wins

…then you have to lead with empathy, integrity, and just a touch of humor.

Be the leader who:

• Coaches in private, praises in public

• Asks for feedback without ego

• Doesn’t let a bad day spill into every interaction

Bonus points if you remember people’s birthdays and actually celebrate work anniversaries.

4. Protect the Culture Like It’s a Crown on #8
Letting one toxic team member hang around because they’re “great with patients” is like keeping a termite in your crown prep because it’s “just a little one.”

One bad hire can ruin years of work.

The best offices implement a “probation period” for all new hires and do regular check-ins to assess:

• Attitude

• Team fit

• Willingness to learn

If someone is bringing down morale, it doesn’t matter how many molars they can suction—they’ve got to go.

5. Build a Place People Brag About
The end goal isn’t just to fill a seat. It’s to build a place where people feel:

• Respected

• Supported

• Empowered

Offices with loyal teams tend to:

• Invest in training and continuing ed

• Promote from within

• Share the why behind decisions, not just the what

• Offer flexibility when life happens (because it does)

And most of all? They make people feel seen.

Final Word: You’re Not Alone. And You’re Not Crazy.
If you’ve ever gone home thinking, “Is it me?”—no, it’s not. Leading a team is one of the hardest things you’ll ever do. But also one of the most rewarding.

You’re not just building a practice—you’re building people.

And with the right people on board, the culture, the morale, and yes, even those insurance claims, can become a source of pride—not panic.

So hang in there, Doctor. The struggle is real, but so is the payoff. Keep hiring with intention, leading with heart, and protecting that culture like it’s the only thing standing between you and burnout.

Because sometimes, it is.

Benjamin Tuinei
Founder – Veritas Dental Resources, LLC
📞 888-808-4513
Services: PPO Fee Negotiators, PPO Fee Negotiating, Insurance Fee Negotiating, Insurance Credentialing, Insurance Verifications
Websites: www.VeritasDentalResources.com, www.VerusDental.com