One of the biggest challenges dental practices face today is to hire and retain great hygienists. With rising wages, increasing demand, and shifting expectations, many practices find themselves in a difficult position—how do you attract top-tier hygienists while maintaining practice profitability?
We’ll break down key strategies for hiring hygienists, determining fair pay structures, and ensuring long-term retention without compromising your bottom line.
Rethink Your Hygiene Compensation Model
The traditional hourly pay model for hygienists is being reevaluated as practices search for sustainable ways to meet increasing salary demands. Here are a few effective compensation structures to consider:
- Base Pay + Commission: Providing a reliable base wage while offering commission on production incentivizes hygienists to be productive without creating financial risk for the practice.
- Performance-Based Tiers: Establish a pay scale tied to skills, production, and patient care quality, ensuring pay increases are earned based on measurable contributions.
- Three-Times Pay Model: Many practices aim for hygienists to produce three times their hourly rate in order to maintain practice profitability. This benchmark ensures both fairness and financial sustainability.
If your practice isn’t hitting that benchmark, consider strategies such as adjusting fees, adding adjunct services (e.g., fluoride, laser therapy), or optimizing scheduling efficiency.
Define the Skills That Justify Higher Pay
Not all hygienists bring the same level of experience, efficiency, or patient engagement. Instead of basing pay on tenure alone, consider a tiered system that aligns compensation with performance and skill level.
Here are some key performance indicators to consider:
- Efficiency & Time Management: Running on schedule and handling patient flow smoothly.
- Case Acceptance & Perio Percentage: Strong diagnostic and patient education skills that lead to higher acceptance rates.
- Adjunct Services & Expanded Skills: Proficiency in laser therapy, PRP/PRF, or anesthesia administration.
- Team Collaboration: Ability to support doctors and advocate for comprehensive patient care.
By tying pay to skills and measurable outcomes, practices can ensure they are investing in high-performing hygienists who contribute to overall growth.
Hire & Retain Hygienists in a Competitive Market
With new hygiene graduates being recruited at higher salaries, many practices feel pressure to increase pay across the board. However, before making financial adjustments, consider the full employment package and what hygienists truly value in a workplace.
Competitive Strategies to Attract Hygienists:
- Offer Growth & Education Opportunities: Many hygienists are motivated by professional development. Provide CE credits, mentorship, or advanced training in high-value services.
- Create a Positive Work Environment: Competitive pay is important, but work culture matters just as much. Emphasize teamwork, leadership support, and work-life balance.
- Leverage Scheduling Flexibility: If offering the highest pay isn’t feasible, alternative benefits like flexible hours or additional PTO can make a role more appealing.
Handling Pay Discrepancies Between New and Existing Hygienists
One of the biggest challenges practices face is balancing new hire pay rates with what existing hygienists earn. If new grads are requesting $5+ more per hour than seasoned team members, how do you handle it?
Fair Pay Adjustments Without Breaking the Bank:
- Benchmark Your Pay Rates: Research local market wages to ensure your offers are competitive.
- Avoid Across-the-Board Raises: Instead of automatically increasing all wages, create a structured path for growth-based pay increases.
- Offer Alternative Incentives: If immediate pay raises aren’t an option, consider offering bonuses tied to performance, additional CE credits, or better work flexibility.
Build a Sustainable Hygiene Team
The key to long-term hygiene retention isn’t just about the highest paycheck—it’s about creating a workplace where hygienists feel valued, supported, and able to grow. By implementing strategic pay models, offering professional development, and fostering a strong culture, your practice can attract and retain top-tier hygienists while maintaining profitability.
At Dental A Team, we specialize in hygiene hiring, pay structuring, and team retention strategies. If your practice is struggling with hiring or compensation concerns, we can help.
Schedule a FREE Practice Assessment call with us and let’s build a thriving hygiene team together!
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