Maybe It’s Me: How One Dental Office Rebuilt Team Morale in Six Months
It can be challenging to quantify workplace happiness.
In June 2023, our office had a negative vibe. You could feel the tension after a well-liked employee was unexpectedly let go. This discord was amplified by the current shortage of hygienists in our area, which led to a prolonged period of being short-staffed. Even when a new team member was added—a young, energetic, and kind employee—negativity was present.
I felt my responsibility was to improve the work environment, but I struggled to determine how best to approach this tender topic. Our staff was predominately very seasoned and self-described as “set in their ways.”
How could I intervene? What was appropriate?
Patients were being seen. Bills were being paid, but the warm, caring workplace environment was missing.
Reflecting on My Role in Improving Workplace Culture
I attended the AADOM conference in September, hoping to find ways to improve our workplace culture.
On the first day of the conference, I sat in a classroom where long-term AADOM office managers discussed their team-building activities. This was my favorite class. All their ideas were exciting and fun.
Many courses that week focused on coaching. The whole time I listened to them, I thought I would have to get a whole new staff to implement these changes.
After analyzing my attitude, I wondered if I was the problem. If I changed myself, could I bring positive change to my office?
Improving Participation and Enthusiasm
I focused on participation and enthusiasm as the two most important areas in which I wanted to improve.
I addressed participation first. Many staff members do not like after-work activities. Historically, any out-of-office activities were not well received.
- How could I find a way to create team-building activities so that everyone would participate?
- How could I make these activities help foster a lasting culture of positivity?
Second was enthusiasm. Could I facilitate change that would lead to enthusiasm?
To quantify my results, I committed to record-keeping the self-reported attitudes of each team member over six months.
The Importance of Structured Meetings
I scheduled a team meeting during our regular office hours. At my first team meeting, I was honest with my team about my feelings and the perceived negative culture.
Each team member was given a folder and agenda for the next six months. This period would fall into our yearly compensation review time, and the only way they could schedule their review was if they completed the monthly assignments and the individual meetings with me.
Choosing to have meetings during office hours AND tying these self-assessment assignments to pay ensured 100% staff participation.
Next, I tackled ways to improve enthusiasm. I explained that for the next six months, my focus was going to be on what everyone was doing right in our office. Monthly, all staff would report back what they did well, what other team members did well, positive patient experiences, and an achieved personal goal. This forced focus on all the things that are done well in our office, and there was much to celebrate.
Using Positive Reinforcement
Next, I handed our colorful sticky notes with positive statements. Every staff member was encouraged to personalize these notes and give them out weekly to coworkers and patients.
I tracked who wrote notes and who received them. I used positive reinforcement to encourage more notes. I also individually approached staff members who found it difficult to address their issues and to ensure they participated personally.
This worked!
Slowly, all staff members participated. Enthusiasm and positivity quickly followed. Within two months, progress was made. I started feeling the positivity, the happiness, and the laughter again; it was wonderful.
Over the following four months, everyone continued their assignments. Individual meetings were scheduled, and specific ways to improve were discussed with each employee. These monthly individual meetings had the unexpected outcome of improving my coaching abilities.
Self-Reflection and Focused Goals
Changed continued. One team member shared that those sticky notes had become like currency. Another began writing happy things on the cassette wraps to be enjoyed when they were opened in the operatories.
My goals to improve positivity and enthusiasm were reached. I can honestly say that had I not analyzed my own attitude and explored how I could make improvements; these changes would not have happened.
I did what I set out to do by making out team building in-house and during working hours. I focused on what I wanted: a positive atmosphere, and kept it to an attainable goal of six months. All of this helped me become better at coaching, following through, and building a closer, happier team.
About the Author
Tammy Fortenberry, MAADOM
Tammy Fortenberry, MAADOM, has been immersed in the dental field since 1992, pivoting from her initial dream of becoming a teacher to a fulfilling career in dentistry. She began her journey as a Dental Assistant and transitioned to the role of Office Manager in 2003. Tammy has been with her current practice since its inception in 2005, playing a key role in opening its doors.
In 2023, she earned the prestigious FAADOM designation, and in 2024, the MAADOM designation, reflecting her commitment to excellence in dental management.
Outside of work, Tammy enjoys life as a devoted mom to a blended family of four children, a proud owner of a perfect doodle, and the wife of her incredible husband.
