Making the decision to add another dentist to the practice is a huge commitment, which is probably why many dentist-owners wait too long before doing it. One of the worries that keep them from moving forward with a transition is the nagging question: Will there be enough work to keep another dentist busy?

Naturally, there is going to be a ramping-up phase before a new associate begins to perform at peak productivity. But there are things you can do to get the most out of those early months.

For instance, have the new doctor's arrival in the practice coincide with a big reactivation push where you contact every patient who has dropped off the recall radar and try to get to get them back in. Then have the new dentist perform the hygiene treatment.

If you are concerned about the new dentist objecting to spending their time this way, remind them that just about every dentist who starts a practice from the ground up starts out by doing it all – everything from clinical delivery to bookkeeping and janitorial duties. They also do their own hygiene. It is after all, a great time-honored way to get to know your patients and their clinical needs in a low-pressure atmosphere.

So having the new dentist start by performing hygiene duties on patients you are re-activating into the practice works on many levels. It is an ideal way for the associate to grow relationships while you get to grow the active patient base to support the new practitioner. And patients who were neglecting their oral health get reacquainted with the practice by enjoying some personalized attention with the new doctor. Everybody wins.


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Comments

Commenter's Profile Image R Shuman
June 24th, 2013
As a newer dentist I respectfully disagree with this method. While it is true most dentists 30 years ago started out this way doesn't mean it should be the same nowadays. We all went to school and sacrificed years of income and time to become a dentist, not a glorified hygienist. I was offered an opportunity at a terrific FFS practice, but declined as I would essentially be another hygienist for 6 months to a year and only do emergency or low-production procedures. I agree we shouldn't be handed a gold platter straight out of school, but we deserve and financially need to be in a place where we can learn, grow, and be able to comfortably live and take care of student loan debt, which is nothing like it was 30 years ago. I believe this is a huge reason most new grads are going to corporate dentistry, which is very unfortunate. If private practice owner docs are not willing to let new dentists jump in and be a productive part of the practice, these private practices will die out, as is happening currently, and corporate dentistry will be a majority of what's out there.
Commenter's Profile Image Xhoana
June 24th, 2013
When I graduated in 2008, I got a job at a private practice. The intent was to start as an associate and eventually become partner. The doctor was treating me less than a hygienist. She was testing me on which drawer did the instruments go among other things. Needless to say that job lasted less than 2 months. After that, my next job was at a corporate type clinic and that only lasted 4 months. The only way that I could find pleasure in my profession was to buy my own practice. I wouldn't do it any other way!!!
Commenter's Profile Image Ronald Jarvis, DDS
June 24th, 2013
So basically, it sounds like the new associate is invited to do a 'start-up' within the hiring doc's practice. How (or if) it works, depends a great deal on the on the structure of the relationship between the new associate and the hiring doc - i.e. compensation arrangements and how the risks and potential and benefits are shared. If the associate is on a straight salary, I don't see why they should object to seeing hygiene patients although this would be expensive and perhaps financially risky for the hiring doc. If compensation is production based, then seeing mostly hygiene for the first 6-12 months would likely be a deal killer for a new grad. He would be assuming most of the risk while working to build the practice of the hiring doc.
Commenter's Profile Image Bob Kaplan
June 25th, 2013
What I am missing in the previous comments is a sense of what got the practice to where it is today. Production and student loans are a fact of life, but the sweat and emotional investment in how the staff, the treatment philosophy, insurance involvement, computer systems etc. were arrived at go a long way in determining where the associate's career in the practice takes them. Most new dentists are unaware of these factors when they begin, and getting the feel of the practice brand is key. The mechanics of that can be variable, but the practice which the associate agreed to work in got to where it is for many reasons, and the associate must find how they will meld into this structure. Longstanding staff is not going anywhere, so don't try to get them to adapt to your style. Paying ones dues can come in many forms, but if a successful integration is going to work, there needs to be a trust level that both parties will consider eachother's needs for both growth and status quo.