Why You Should Ask Tough Questions For Employee Retention

A Different Approach to Employee Retention

When was the last time you participated in an employee survey? Or if you are a dental practice owner, when was the last time you sent one out? Surveys provide a great way for everyone on the team to share some of their thoughts in an anonymous way.

Employee survey questions can run the gamut, from whether or not team members feel satisfied at work, if they have the tools they need to do their job, if they are satisfied with their compensation and benefits, etc. But perhaps one of the most valuable questions that you can ask is this one: What is your least favorite thing about working here?

While it may be hard to read the answers, the fact of the matter is that this question can help you get your finger on the pulse of employee retention and how to create a world-class work environment.

Why Asking Tough Questions Matters

When you stick to asking the easy questions, you’re going to get easy answers. Sure, you might get some nuggets of wisdom here and there. But you’re not likely to receive anything that can help you change the game and make necessary improvements that really count. That’s why you need to ask tough questions.

Honest feedback shines a light on what’s broken or needs improvement, giving you the chance to address underlying issues before they lead to larger problems. Tough questions like “What’s your least favorite thing about working here?” send a clear message to employees: Leadership is genuinely interested in hearing their concerns and taking action to improve their experience. This openness encourages trust and shows that the organization is committed to creating a better workplace.

By tackling these hard truths head-on, you can address factors that contribute to employee dissatisfaction and attrition. Losing team members is not only a hit to morale but also a financial strain. The cost of replacing a single employee can range from six to nine months of their salary or even up to twice their annual earnings. When employees see leadership listening and acting on their feedback, they’re far more likely to stay.

Creating an Open and Trusting Environment

We can’t overemphasize the significance of creating an open and trusting environment. If your team members don’t feel they can trust their leader or coworkers, the chances are that they aren’t going to share candid feedback, even if it could mean helping to improve their own work environment. And what’s worse, if an employee doesn’t feel there is trust in the workplace, they likely won’t even be honest in anonymous surveys.

Here are some things you can do to create that open and trusting environment in your dental practice:

Be transparent about decisions and changes. Keep your team informed about what’s happening in the practice and why so that they feel included and valued.
Actively listen during conversations. When team members share their thoughts, give them your full attention, acknowledge their input, and respond thoughtfully.
Follow through on feedback. If someone raises a concern or makes a suggestion, take actionable steps and communicate updates on progress.
Maintain a respectful, judgment-free attitude. Create a workplace culture where every opinion is treated with respect, even if it differs from your own.
Recognize efforts and achievements. Show appreciation for hard work, whether it’s through words of encouragement, small celebrations, or other gestures of gratitude.

Identifying Areas for Improvement

Aside from asking about the least favorite thing about working in the dental practice, there are other specific questions that you can ask your team to identify areas of improvement. If you have done your due diligence in creating that trusted environment we spoke of earlier, you can even pose these questions in team meetings. There’s no need to wait for a quarterly or annual survey.

Here are some questions you can ask to provide some low-hanging fruit that you can focus on now:

What’s one thing we could change today that would make your job easier?
Are there any processes or tools you find frustrating or inefficient? How would you improve them?
What’s one aspect of your work that you wish received more attention or resources?
How do you feel about the communication within the team? Are there ways we could improve it?
What’s something you think we do well as a practice, and how could we build on that?
Have you noticed any recurring challenges or issues that could be addressed?
What additional training, resources, or support would help you perform your job more effectively?
Are there any changes to our workplace culture or environment that you think would benefit the team?

Taking Action on Employee Feedback

Remember how we talked at length about trust in the earlier sections? Well, nothing can erode trust more than asking your team their opinions on how to run a successful dental practice or what needs improvement and then doing absolutely nothing about it.

Following through on employee feedback shows your team that their input matters and that you’re committed to making meaningful changes. Addressing concerns raised by the team not only resolves issues but also creates a workplace where they feel valued, respected, and motivated. This proactive approach fosters loyalty, reduces turnover, and strengthens the foundation of your practice.

Building a Workplace Where Employees Thrive

A great dental practice culture is one with great leadership and an environment where employees of every level can grow, thrive, and succeed. So, aside from asking for employee feedback and taking action, what else can you do? Here are a few tips you can implement immediately:

Say thank you. Take a moment during a meeting or in a quick conversation to acknowledge and appreciate great contributions.
Check in regularly. Ask team members how they’re doing and if there’s anything they need to feel more supported.
Celebrate milestones. Recognize birthdays, work anniversaries, and team achievements to create a positive atmosphere.
Be approachable. Keep an open-door policy so people feel comfortable coming to you with ideas or concerns.
Encourage collaboration. Promote teamwork by giving employees opportunities to work together on projects and share their expertise.

Invest in dental coaching with Jameson Grow.

Need help in turning employee feedback from your tough questions into actionable next steps? Working with a virtual coach from Jameson Grow can help. We’re dental coaching consultants who have decades of experience working with dental practices all over the U.S., helping them turn into thriving small businesses.

Ready to get started? Contact us today.