So you just purchased a new practice, and now you’re a business owner with a team to manage. The team performed well for the previous owner, and you expected a smooth transition. But here’s the reality—almost every time, the team you inherit won’t be there past 12 months. Why does this happen?

Let’s be real—it’s a minefield of emotions for your team. The hygienists, assistants, and front desk staff may technically have the same job, but to them everything feels different. New boss, new expectations, new way of doing things—it’s no surprise that this shift creates cognitive dissonance.

You’ve studied the systems from Dental Success Network, read the books, and gained experience in the dental world. You’re bringing all this fresh knowledge into an established practice, and the sudden changes can create a disconnect between what they’re used to and what’s expected of them now. If this discomfort isn’t addressed, it can lead to resistance, miscommunication, and turnover.

Here are three tactical steps to smooth the transition:

1. Communicate the Vision Early and Often

People need to understand why things are changing, not just what is changing. Share your vision for the practice and show them how their roles fit into the bigger picture. Clarity reduces uncertainty and builds buy-in.

2. Acknowledge the Transition

Be upfront about the fact that this is a big shift—for everyone. Let your team know you understand their concerns and invite open dialogue. When people feel heard, they are more likely to stay engaged.

3. Lead by Example with Consistency

Cognitive dissonance thrives on unpredictability. If your actions don’t align with your words, trust erodes quickly. Set clear expectations and consistently reinforce them through your leadership.

Remember, your goal is to make the team feel like they’re not just working for you but with you to build a better practice. And if the entire team leaves within the first year, don’t take it personally. It’s not necessarily anything you did wrong—sometimes, the situation itself makes long-term retention challenging.

I hope this gives you something to think about today. Let me know if this resonates with you or if you’ve faced this challenge firsthand.

Be well and do well,
Addison Killeen

P.S. If you’re looking for more strategies on leadership and team building, join our discussions inside Dental Success Network. It’s where dentists come together to tackle challenges like these and grow stronger through collaboration.