We all know the feeling of losing employees to turnover. It can be devastating when you lose great team members who have a bright future in front of them.

It’s tempting to accept that, for certain jobs, turnover after a month or two is just going to be the norm. In worst-case scenarios, you may even keep a stack of resumes ready so you can replace each employee as they leave. But, there are ways to prevent turnover before it occurs by addressing why a team member may want to leave.

Today, we’re going to focus today on an important cause of turnover in dental practices: Lack of growth/future.

A feeling of stagnation can sometimes pop up for employees. They feel they have gone as far with a job as they possibly can (whether or not this is actually true).

Be assured, if they feel they are not going anywhere, sooner or later, they are going to leave.

So, how do you change this mindset in your employees?

Here are 6 great ways to start:

#1: Allow for both lateral and vertical movement within your organization.

Be open to your employees changing positions. If they are a good fit for the organization, allow opportunities beyond the job title they were originally hired for.

#2: Encourage your employees to share their career aspirations

Ask them what they’d like to accomplish. Let them know that you are there to help them succeed. Sharing your dreams and aspirations is a powerful thing, so be sure to hold the door open for these kinds of conversations.

#3: Be Proactive.

Hold personal development interviews with each employee on a regular basis. Rather than take a passive approach, ask probing questions to find out more about your employees’ lives and goals.

#4: Help them develop a plan.

It can be extremely motivating, especially to a younger less experienced employee, to have a plan. Knowing there is a specific future available can be very motivating for them to stay within your practice.

#5: Let them in on the process.

Employees simply may not understand what it takes to move up in an organization. Let them know what kind of performance and attributes will get them noticed for the opportunities they aspire to.

#6: Support growth.

Once you know what they want, make efforts to be supportive of their growth.

For example, if they want to move into an area of dentistry that requires further education, do what you can to support them in that quest. It may not always be possible to accommodate them, but without allowing for development they may walk out the door.

It’s frustrating to lose promising employees when we see there was so much opportunity for their growth. No matter how clear this vision is in your mind, make sure they see that future for themselves and the path to get there in your practice.