Dental employers gaining a better understanding of who they are hiring could help improve hiring and retention rates in the industry, according to Barry Lyon, DDS.
Barry Lyon, DDS, the dental director for Main Street Children’s Dentistry and Orthodontics and the chief clinical auditor for Dental Care Alliance, recently spoke with Becker’s about the best strategies for dental practices and DSOs to boost hiring.
Editor’s note: These responses were lightly edited for length and clarity.
Dr. Barry Lyon:
The hiring and retention of employees continues to plague DSOs and dentists. Approximately 30% of dental assistants view their profession as a job and not a career, and 51% of dental assistants feel a lack of appreciation from their employers, according to a 2024 survey from the Dental Assisting National Board. If DSOs want to increase their retention rates, they need to start thinking like the generation of employees they hire.
The majority of dental assistants are either Generation Z or millennials, and they see life differently than their supervisors who are likely Generation X. Gen Z, born between 1997-2012, cares about diversity, equity and inclusion. They think being socially liberal goes without saying and are often horrified that anyone could think otherwise. They have also grown up in a world in which they have never felt safe. For most of them, growing up in a world of international terrorism is not new to them. Gen Z values salary less than any other generation. They would find it difficult to choose between a boring job that pays well versus a poorly paying job that is interesting. They are also more prone to ghosting than millennials.
Millennials, born between 1981-1996, embrace technology, are competitive and rely upon social media for networking. They are the largest generation in the workforce and are effectively influencing workplace dynamics, for better or for worse. They are also prone to job switching. Employers should offer flexible work hours, provide opportunities for growth and align their work with social impact.
For Gen X to successfully manage Gen Z and millennials, they need to communicate effectively, be more empathetic, provide feedback, and respect Gen Z’s and Millennials’ desire for flexibility, social responsibility, and a healthy work-life balance. To take it a step further, Gen X needs to realize that the values with which they were raised don’t always align with the values of Gen Z and millennials.
