Why some dentists burn out

Article Abstract:

Dentists have a very high rate of career burnout; some reasons for this trend are evaluated in this article. Burnout occurs when people are depleted emotionally, physically, and mentally. The burned-out dentist has lost enthusiasm for dentistry, and is often late for work and impatient with staff. Burnout is not the same as stress, which in some cases can even cause people to flourish. Burnout is less likely for people who are cynical and lacking in compassion, but dentists, for the most part, are caring and dedicated professionals. Ceaseless work to improve the dental practice that seems never to end, but only to increase, leads to a sense of lack of accomplishment, and financial insecurity intensifies the anxiety dentists often feel. Patients may be tend to be perceived as problems, rather than as people who need help. Dentists often suffer from isolation; more than three quarters are in practice alone. Staff turnover in dental offices is high, reflecting the inability of many practitioners to handle management problems effectively. Solutions to burnout among dentists include the following steps: admit the problem; assume responsibility for solving it; decide what can be changed, and what cannot; and take time off to allow more objective analysis of the problems. Burnout can be avoided by taking time off regularly; making time to ''decompress'' after work; keeping work and home life separate; creating a social life that is truly satisfying; establishing good personal and professional networks; and searching out people who will actively listen in a nonjudgmental manner. Feelings of burnout can be used as motivators in changing priorities and improving the quality of life. (Consumer Summary produced by Reliance Medical Information, Inc.)

Psychological aspects, Prevention, Burn out (Psychology)

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How to retain competent, loyal staff members

Article Abstract:

A discussion is presented of the reasons dental team members leave their jobs, and some ways they can be encouraged to stay. These days, employees who leave are really firing the dentists who employ them; unfortunately, turnover among dental employees is quite common. The modern employee in a dental office is increasingly likely to be a woman who must support a family; as such, compensation should be fair and the work should be fulfilling. Dentistry has not really faced the fact that it must try to lure top employees from other jobs. A 1990 survey by the Pride Institute concerning the SR (staff retention) factor found that employees want from their workplaces appreciation, acceptance, respect, training, participation, happiness, a positive future, money, team spirit, and challenge. Each of these is discussed briefly. Dentists can facilitate these goals, and increase their SR factors, by showing respect for employees; thanking them for their time; investing in them; recognizing their achievements; inspiring them with a professional vision; asking for feedback; providing pay and benefits that are competitive; and showing care and understanding. Dentists should remember that people are the greatest resources a practice has. They must be willing to change, because the consequences of not changing (absenteeism and staff turnover) are not desirable. (Consumer Summary produced by Reliance Medical Information, Inc.)

Management, Human resource management, Employment, Beliefs, opinions and attitudes, Dentistry, Dental offices, Dental auxiliary personnel

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