Staffing Is the Silent Growth Killer in Dentistry (Here’s How to Fix It)
When dental practices think about growth, they usually focus on marketing, new patients, case acceptance, or collections.
But there’s one major bottleneck that quietly limits growth more than almost anything else:
Staffing.
In a recent episode of the No BS Dental Growth Podcast, Chris Pistorius sat down with Lisa Cappello, Founder & CEO of Smiles in Demand, to unpack the real state of dental staffing — and why it’s becoming one of the biggest threats to production, team morale, and patient experience.
Lisa brings over 20 years of hands-on dental experience and a nationwide view of hiring trends, giving her a front-row seat to what’s really happening in the industry.
Here are the biggest insights from the conversation.
Staffing Isn’t an HR Problem — It’s a Growth Problem
Many practices treat staffing like a back-office issue.
But short staffing directly impacts:
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Production capacity
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New patient growth
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Schedule availability
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Team burnout
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Patient satisfaction
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Online reviews
If your practice can’t support its current patient load, growth stalls — no matter how strong your marketing is.
Why Dental Staffing Is So Hard Right Now
Lisa explains that staffing challenges intensified after COVID:
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Many dental professionals didn’t return to the field
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Wage expectations rose rapidly
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Hygienists gained more leverage and flexibility
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More professionals now prioritize work-life balance over long hours
The result? Fewer candidates, higher salary demands, and more competition between practices.
Hygienists Are the Hardest Role to Hire
One of the toughest positions to fill nationwide is hygiene.
Why?
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Expanded scope laws in some states
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Growing demand with limited supply
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Desire for longer appointment times
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Preference for less rushed schedules and lower stress environments
Lisa emphasized that many hygienists are choosing offices based on:
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Schedule pacing
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Time per patient
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Work environment
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Respect and autonomy
—not just pay.
Culture Often Beats Money
While competitive pay matters, Lisa noted that practice culture is often the deciding factor.
Some candidates choose:
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Supportive teams
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Calm, respectful environments
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Reasonable appointment timing
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Leadership that values staff
over offices offering higher pay but toxic culture or burnout-heavy schedules.
Her takeaway:
“Sometimes it’s not just about the money — it’s about the atmosphere people work in every day.”
The Cost of Rushing a Hire
When practices are short-staffed, the temptation is to hire fast.
But Lisa warns that rushing leads to:
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Poor team fit
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Lower patient experience
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Increased turnover
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More time wasted retraining or replacing hires
Hiring the wrong person quickly often costs more than waiting for the right person.
Hiring for Personality vs Experience
Lisa shared a mindset shift many offices are adopting:
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Instead of hiring only for experience
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Practices are hiring for attitude, communication skills, and personality
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Then training dental skills afterward
Why? Because patient experience depends heavily on:
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Warmth
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Empathy
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Communication
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Trust-building
In many cases, personality is harder to teach than dental skills.
Short Staffing Leads to Burnout
When one team member is missing, the rest of the staff often:
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Picks up extra workload
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Skips breaks
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Rushes care
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Stays late
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Feels overwhelmed
Over time, this creates:
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Emotional exhaustion
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Resentment
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Lower morale
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Higher turnover
Lisa stressed that protecting your team’s energy protects your business.
Should Practices Explain Staff Turnover to Patients?
Lisa recommends staying professional and neutral.
Instead of oversharing details, practices can:
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Keep explanations brief
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Avoid speaking negatively about former staff
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Reassure patients they’re still in good hands
Transparency matters — but so does maintaining trust and professionalism.
Temp Staffing Can Be a Strategy — Not a Last Resort
Rather than viewing temporary staffing as an emergency backup, Lisa encourages practices to see it as a strategic tool to:
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Cover maternity leave
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Handle PTO gaps
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Prevent burnout
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Maintain production
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Avoid overworking the core team
Proactive staffing beats reactive hiring every time.
Final Takeaway
Staffing problems don’t just slow down operations — they limit revenue, cap growth, strain culture, and hurt patient experience.
Practices that treat staffing as a core growth strategy — not an afterthought — are better positioned to scale, retain talent, and serve patients long-term.
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