Turnover is expensive, disruptive, and often blamed on “the staffing market”—but what if the real issue is your internal culture and leadership systems? In this episode, Kirk Behrendt sits down with coach Heather Crockett to explain why turnover isn’t a staffing problem—it’s a culture problem—and to walk you through the practical framework that attracts the right people, keeps them, and helps them thrive. You’ll learn what truly drives turnover, the leadership behaviors that reduce it, and the culture systems that create clarity, consistency, and accountability. Listen to Episode 1040 of The Best Practices Show!Main Takeaways:Turnover is often a lagging indicator of deeper issues like unclear leadership, inconsistent expectations, weak onboarding, and uneven accountability.Strong cultures still attract and retain top talent, even in tight labor markets, because people choose workplaces for leadership and experience—not just pay.Clear roles, defined success, and documented expectations reduce guessing and frustration, and help the right people perform in the right seats.Consistency in leadership—supported by regular meeting rhythms—eliminates “rule changes” that make accountability feel unfair.Systems create predictable, repeatable behaviors and improve training so you don’t rely on memory, mood, or “training by people.”Avoiding conflict quietly erodes culture; productive conflict builds trust when leaders use clear frameworks and address issues early.Team members stay when they feel clear, valued, and connected to meaningful purpose—not because of perks alone.Snippets:00:00 Turnover isn’t a staffing problem—it’s a culture problem.02:00 Why hiring is hard, and why culture is the real retention advantage.05:30 Turnover as a lagging indicator of internal leadership and systems issues.07:00 Why onboarding drives retention and the “3-3-3” framework.10:00 “Team members come first” and what it changes operationally.11:00 Clarity: defining roles, success, and expectations for behavior and performance.13:30 Consistency and the meeting rhythms that remove unfair accountability.17:00 Systems as the “this is the way” to reduce errors and speed up training.19:00 Purpose: moving from transactional dentistry to meaningful, relational work.22:00 Avoiding conflict erodes culture and drives high performers away.24:00 Clear is kind: why clarity prevents conflict from becoming a crisis.26:30 Tactical leadership behaviors you can start immediately to reduce turnover.29:00 Two questions to ask your team to uncover what’s hurting culture.Guest Bio/Guest Resources:Heather Crockett is a Lead Practice Coach who finds joy in not only improving practices but improving the lives of those she coaches as well. With over 20 years of combined experience in assisting, office management, and clinical dental hygiene, her awareness supports many aspects of the practice setting.Heather received her dental hygiene degree from the Utah College of Dental Hygiene in 2008. Networking in the dental community comes easy to her, and she loves to connect with like-minded colleagues on social media. Heather enjoys both attending and presenting continuing education to expand her knowledge and learn from her friends and colleagues.She enjoys hanging out with her husband, three sons, and their dog, Moki, scrolling through social media, watching football, and traveling.More Helpful Links for a Better Practice & a Better Life:The Best Practices Show: https://www.actdental.com/podcast/Best Practices Association: https://www.actdental.com/bpaUpcoming Events & Workshops: https://www.actdental.com/events/Smile Source: https://www.smilesource.com/Subscribe on Apple Podcasts: https://podcasts.apple.comSubscribe on Spotify: https://open.spotify.com
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May 11 202614 mins