The true value of employee well-being

Ritesh Aggarwal explores the many benefits of prioritizing team wellness for practices that commit to taking it seriously.

Ritesh Aggarwal explores the many benefits of prioritizing team wellness for practices that commit to taking it seriously.

In 2019/20, the staff turnover rate in dentistry in England was estimated at 27.3%, significantly higher than the national average of 18%, according to the Dental Recruitment Network (DRN).

Here we are several years later, post-COVID, post-Brexit and in challenging financial times, and it would seem fair to suggest that these can now be considered conservative estimates of the problem.

A better understanding

High employee turnover affects a number of elements when it comes to running a dental practice. Finances in particular can be affected – staff shortages mean money is lost because patient care cannot be delivered, the DRN suggests.

Furthermore, recruiting and training new team members to replace those who have left takes time and money, and you don’t need me to point out that the sector is poor when it comes to both of these assets.

Then there’s the emotional toll. A recent study into the mental wellbeing and stress levels of dental therapists and hygienists in south-west England warns: ‘Existing staff can be hit hard by high turnover rates.

They are the ones who feel the impact of cash flow, workplace stress and low morale the hardest because they are the ones who have to take on extra workloads when a colleague leaves and they feel the squeeze on budgets.’

It is clear that mental health and well-being are essential to the recruitment and retention of staff. The study’s authors – Hallett, Witton and Mills – concluded: “Promoting wellbeing and improving job satisfaction is likely to slow the flow of dental professionals leaving the industry and this should be a priority for employers and commissioners.” .

Making positive changes

With all this in mind, how can practices change – and what is the real value of being able to do so? The good news is that early mental health interventions in the workplace are very effective and therefore have a huge potential for return on investment for a business’s bottom line.

Let’s take a closer look at the available financial data, courtesy of Deloitte’s 2022 Mental Health and Employers report.

The investment case – pandemic and beyond:

  • For every £1 spent on reactive mental health support, there is a £3.40 return for employers
  • For every £1 spent on proactive mental health support, there is a £5.30 return for employers
  • For every £1 spent on mental health education and awareness, there is a return of £5.70 to employers.

Act without delay

In support of these efforts, the Deloitte report states: ‘Screening helps identify individuals who may be susceptible to or experiencing mental health problems, so that targeted support can be provided at an early stage and prevent deterioration. of the problem.’

It is an employer’s duty to protect the health, safety and welfare of their employees and other people who may be affected by their business.

With the right plan – and by seeking professional help if you’re not sure where to start – we can create the most productive and prosperous environment possible.

For email references (email protected).


This article first appeared on Private dentistry magazine. To receive a copy, register with Dentistry Club.

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