By Dr. Kartik Antani, DMD
In dentistry, we obsess over numbers - production, collections, new patients, overhead, reappointment rates. These metrics matter. They keep the practice healthy.
But after leading teams, managing multiple locations, and coaching clinicians, I’ve learned something that doesn’t show up on any dashboard:
A practice can only grow at the speed of trust inside it.
You can invest in new technology, perfect your systems, and hire endless consultants but if your team doesn’t feel valued or supported, those efforts won’t hold. The cracks appear slowly at first, then all at once.
“People over profits” isn’t a sentimental idea.
It’s a leadership strategy with real operational impact.
When the People Aren’t Okay, the Practice Isn’t Okay
Most struggling practices don’t have a dentistry problem.
They have a leadership problem.
You’ll see signs like:
• Turnover in key roles
• Rising drama or friction
• Reduced treatment acceptance
• Hygiene disengagement
• Front office burnout
• Constant schedule breakdowns
These aren’t random issues - they’re symptoms of a culture where people don’t feel safe, supported, or aligned.
I’ve seen beautifully designed offices fail because the team was exhausted.
I’ve seen modest offices thrive because the culture was strong and unified.
The difference isn’t square footage or equipment.
It’s leadership priorities.
Why Putting People First Improves Profitability
It sounds contradictory, but it’s not.
When you invest in people, the business performs better.
When you neglect people, the business becomes unstable.
Here’s why:
1. Teams who feel valued work with more consistency and intention
Engaged teams don’t just follow systems — they improve them.
2. Trust reduces friction and increases efficiency
A supportive environment cuts down miscommunication and rework.
3. Patients feel the culture
A connected team delivers better patient experiences, builds loyalty, and increases referrals.
4. Retention boosts profitability
Hiring and training are expensive. Keeping great people is cheaper than constantly replacing them.
5. Strong culture accelerates change
If your team trusts you, implementing new technology, protocols, or workflows becomes significantly easier.
“People over profits” is not an emotional stance - it’s a long-term business model.
What It Actually Looks Like in Practice
Putting people first doesn’t mean avoiding accountability or lowering standards.
It means leading with structure, clarity, and humanity.
Here are practical steps that work:
• Set expectations clearly and revisit them regularly
Confusion is the breeding ground for disengagement.
• Create predictable systems
Well-built SOPs remove stress and inconsistency.
• Hold 1:1 conversations that focus on growth, not punishment
People stay when they feel invested in.
• Recognize great work publicly
Positive reinforcement multiplies itself.
• Build psychological safety
Your team should never fear asking questions or pointing out concerns.
• Model calm, consistent leadership
Your tone becomes theirs.
These are not complex changes but the impact is significant.
A Personal Reflection
When I began leading teams earlier in my career, I made the same mistake many dentists do: I focused too heavily on systems before people.
What I learned is this:
Systems protect the business.
People build the business.
Culture sustains the business.
If one of those pillars collapses, the others eventually follow.
A Final Thought
“People over profits” doesn’t mean profits don’t matter.
It means your people create the profits and they stay longer, contribute more, and perform at higher levels when they feel supported.
The emotional wellbeing of your team isn’t a side topic in dentistry.
It is the practice strategy.