7 Reasons Why Associate Dentists Leave (and How to Keep Them for the Long Term)

Attracting and hiring the right associate dentist is a critical step for many dental practices. But retaining them? That’s where most practices struggle. High turnover among associate dentists isn’t just costly—it can disrupt patient care, damage team morale, and slow down practice growth – as well as leave the owner doctor busier than ever doing re-work, handling the associates' increased production, and leaving less and less personal time.

Understanding why associates leave is the critical step to building a strong practice and fostering long-term growth. Here’s a look at the most common reasons associates move on—and what you can do to keep them engaged and committed.

1. Lack of Mentorship and Career Growth

The vast majority of associate dentists seek mentorship and opportunities to expand their skills, improve their speed, and raise their quality. Without clear pathways for professional development, they will feel stagnant and look elsewhere for opportunities.

How to Provide Growth Opportunities:

• Offer regular mentorship sessions to help associates refine their clinical and business skills.
• Create a clear roadmap for clinical and career advancement, including CE goals, as well as leadership roles, and for the right associate a path to partnership.
• Invest in continuing education (CE) opportunities to expand their clinical expertise.

Action Tip: Schedule quarterly one-on-one meetings with your associates to discuss their clinical growth goals and how your practice can support their development.

2. Poor Communication and Misaligned Expectations

Miscommunication or unmet expectations is one of the biggest drivers of associate dissatisfaction. If associates don’t have clarity about their role, compensation, or growth opportunities, you can bet they will? become frustrated.

How to Set Clear Expectations:

• Define the initial areas of production focus (e.g. single unit crowns, simple extractions, fillings, etc.) during onboarding – not with the need to limit them, but to become accustomed to your materials, personnel, systems, etc – and to show their clinical competence.
• Use written agreements to outline key terms like compensation, schedules, and production expectations.
• Maintain open lines of communication through regular check-ins and leadership team meetings.

Action Tip: Conduct a monthly review of employment expectations to ensure they reflect the evolving needs of both the practice and the associate.

3. Compensation That Doesn’t Reflect Their Value

While mentorship and culture are crucial, compensation remains a top priority for associates. Practices that fail to offer competitive pay or clear bonus structures risk losing talent.

How to Provide Competitive Compensation:

• Benchmark your pay structure against similar practices in your area.
• Offer performance-based incentives, such as production bonuses or profit-sharing.
• Be transparent about how compensation is calculated to avoid misunderstandings.

Action Tip: Include additional perks, such as CE allowances, health benefits, and relocation bonuses, to make your practice more attractive.

4. Lack of Cultural Fit

A positive workplace culture is a significant factor in employee retention. Associates who feel disconnected from the team or misaligned with the practice’s values are more likely to leave.

How to Build a Strong Culture:

• Foster a welcoming environment by celebrating team achievements and encouraging collaboration.
• Include associates in decision-making processes to make them feel valued.
• Regularly assess and work to improve your practice’s culture based on team feedback.

Action Tip: Host quarterly team-building events, such as retreats, lunches, or outings, to strengthen relationships and improve morale.

5. Insufficient Autonomy and Clinical Freedom

Associate dentists want the freedom to exercise their clinical judgment and make decisions about patient care. Practices that micromanage or limit autonomy risk alienating top talent.

How to Support Clinical Autonomy:

• Trust associates to make treatment decisions that align with their expertise - then follow up consistently in the first 6 months to ensure they are hitting the target.? Don’t micromanage…but do take the time to guide..
• Provide access to tools, technology, and materials that enhance their capabilities.

Action Tip: During onboarding, outline your practice’s clinical philosophy and involve associates in shaping treatment protocols.

6. Limited Patient Volume or Production Opportunities

Associates who struggle to meet production goals due to inconsistent patient flow or low treatment acceptance will feel frustrated.

How to Ensure Consistent Production Opportunities:

• Use the senior doctors “busyness” in the schedule, to steer new patients, emergency patients, and hygiene exams in the associates direction – as they are building a patient base.
• Refer basic treatment to the associate, much like you do to a specialist.
• Invest in marketing to attract new patients and retain existing ones.
• Train associates on effective case presentation techniques to boost treatment acceptance.

Action Tip: Use data analytics to monitor patient volume and production trends, then adjust scheduling and marketing strategies as needed.

Retaining Associates is a Win-Win

Keeping associate dentists engaged and loyal is about more than just reducing turnover costs. It’s about building a cohesive team that drives patient satisfaction and practice growth. By addressing key pain points—mentorship, communication, autonomy with follow up, busyness and culture—you can create a workplace where associates thrive for the long term.

At Dentist Partner Pros, we help dental practices attract, develop, and retain top-tier associates.

?? Ready to strengthen your team and keep your associates happy? Schedule a free consultation today and let’s create a plan tailored to your needs. Click here

What’s Your Biggest Challenge with Associates?

How do you keep your associates engaged and loyal? Share your insights or challenges in the comments—I’d love to hear from you!

Related Articles:

• How to Transition to a Leadership Role as an Associate Dentist
• How to Improve Patient Retention: Building Loyalty in a Competitive Market
• Preparing Your Dental Practice for a Thriving 2025 – Lead with Purpose
• How to Run a Thriving Practice Without Burning Out: Time Mastery for Dentists