Lead Your Orthodontic Team Effectively With These Proven Strategies

Ready to shake up how you manage your team and build a workplace that not only keeps talent but also helps everyone grow and feel satisfied? In this episode of the GrowOrtho Podcast, Dr. Brice Gilliam—a successful orthodontist and practice owner—shares his real-life strategies for reducing turnover, boosting morale, and fostering a culture that promotes both personal and professional development.

One of Dr. Gilliam’s top tips for minimizing turnover is to hold meaningful exit interviews. When someone decides to leave, it’s a prime opportunity to dig into the reasons why. He emphasizes the importance of keeping the conversation open and honest: “Don’t fire her immediately, don’t kick her out, don’t push her out the door. Actually gain some information.” By doing this, you can spot issues with compensation, culture, or workload and make adjustments to strengthen your team.

Actionable Step: Set up a structured exit interview process. Ask departing employees why they’re leaving, what they think could be improved, and if any expectations weren’t met. Use their feedback to make strategic changes that might prevent others from leaving in the future.

While specific skills are important, Dr. Gilliam stresses the value of hiring people with the right attitude and personality. “Skills can be trained,” he explains, “but teaching personality or attitude is challenging.” People who naturally have a positive outlook and fit well with your practice’s culture are likely to perform better and stay longer.

Actionable Step: During interviews, try Dr. Gilliam’s unique approach: ask candidates to send a selfie video answering simple questions like, “What’s your favorite season?” or “What type of music do you like?” It’s an easy way to gauge their personality, communication skills, and comfort level.

Your front desk staff are often the first faces patients see and play a crucial role in setting the tone for your practice. Dr. Gilliam advises against treating any role as less important. Recognizing that every position contributes to the team’s success helps employees feel valued and respected. “Don’t marginalize them,” he says, “because we’re all people, and everyone wants to feel important.”

Actionable Step: Show appreciation by acknowledging each team member’s contributions. Highlight the impact of their roles during team meetings and create an environment where everyone feels their work matters.

When employees feel they’re growing, they’re more likely to stay engaged. Dr. Gilliam points out that investing in your team’s development doesn’t have to be expensive. Offering training on new skills, providing resources for financial literacy, or mentoring them in career planning can significantly boost their job satisfaction and loyalty.

Actionable Step: Organize quarterly workshops or mentoring sessions where employees can learn practical skills beyond their daily tasks. Financial literacy workshops, for example, can help them manage their personal finances, reducing stress and improving focus at work.

Micromanaging can hurt morale, so Dr. Gilliam suggests a balanced approach using “spot checks.” This means checking in on specific tasks from time to time to ensure consistency, without the constant oversight that can frustrate employees.

Actionable Step: Schedule random spot checks on different aspects of the job, like reviewing customer interactions or observing the front desk. Use these moments as opportunities to provide constructive feedback without making your team feel overly monitored.

Setting clear expectations is key to reducing misunderstandings and empowering your team to work independently. Dr. Gilliam explains that giving employees clarity about their roles fosters a sense of ownership, making them feel responsible for their tasks and more invested in their work.

Actionable Step: Clearly outline job roles and regularly review them with your employees. This not only enhances accountability but also helps them understand how their roles contribute to the bigger picture.

Dr. Gilliam’s final piece of advice is a reminder that mental health and a sense of purpose are essential for a fulfilling work environment. Especially in high-stress fields, people want to feel their work has meaning beyond just a paycheck. Creating a supportive, purpose-driven culture can make a big difference in employee morale.

Actionable Step: Introduce mental health resources or wellness programs into your practice. Regularly check in with your team and encourage open conversations about workload and stress.

Dr. Gilliam firmly believes in prioritizing personality when hiring. “If you hire for the right attitude and perspective, those people are the ones who will go above and beyond,” he notes. He suggests focusing less on experience and more on whether candidates bring energy, enthusiasm, and a positive personality that will enhance your practice’s culture.

Actionable Step: In your interviews, ask questions that reveal a candidate’s problem-solving approach, resilience, and positivity. Dr. Gilliam’s selfie video prompt is also a great tool to see these qualities in action.

Dr. Gilliam’s approach to team management is both practical and rooted in real experience. By implementing these strategies, you can create a work culture where your team feels appreciated, empowered, and committed. If you’re eager to dive deeper and hear Dr. Gilliam’s insights firsthand, don’t miss this episode of the GrowOrtho Podcast. His actionable advice is invaluable for anyone looking to build a stronger, more cohesive practice.

Discover more about these strategies and get even more tips on the GrowOrtho Podcast. It’s packed with insights you won’t find anywhere else—perfect for both new and seasoned practitioners. Subscribe today on YouTube or your favorite podcast platform and start transforming your practice culture!