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ADHA Suggestions for Better Hygienist-Dentist Relationships
If dentists were better at communicating their expectations, fewer hygienists would get so frustrated at their jobs that they wouldn’t quit particular dental practices or even quit the field.
That's the bottom line from Lisa Potter, past president of the American Dental Hygienist Association (ADHA) and veteran hygienist.
"Treat us as colleagues," she says. "We tend to be a very loyal group as long as we're treated with respect."
Recounting instances she has been told of in which dentists have said of their hygienists, "A monkey could do that job," or in which hygienist training is belittled, she says, "In my opinion, it all boils down to better communication. Right now, it's easier for the hygienist to leave the practice than try to deal with the communication issues."
One way to help the situation, she suggests, is for "plans to offer team-building skills training, or communications skills training for the dentist, as part of being in the network." Or perhaps, she adds, provide continuing education credit for a class on how to properly interview for a hygienist.
Potter says that, "Most of the time, the only question dentists have when you interview is, am I licensed. But each office operates a little bit differently. You need to tell me if you expect me to be responsible for oral health assessment, oral health instruction or cancer screening, and how long you expect me to take with each patient. It's really important for the dentist to clearly define the expectations for the job before doing the interview, and most dentists don't."
Moreover, she adds, "Once I start the job, don't change the rules on me without any discussion. If the dentist decides to sign up with a managed care program and less time should be spent on a hygiene patient, don't complain to me about the length of time spent if you didn't talk to me about it first."
Although many dentists perceive that there is a shortage of hygienists and the American Dental Association (ADA) is backing changes in hygienist training to alleviate this supposed shortage, the ADHA contends there is no shortage. Instead, says the ADHA, there are areas such as rural locations that offer hygienists less than optimal working conditions.
While being outbid in the salaries offered to hygienists is often cited by some dentists as the reason why they can't retain hygienists in their office, Potter says this is not the case.
"We want a fair wage," she asserts. "But, for example, I have worked for less money than was being paid to other people in my area, because that dentist treated me as part of a team. I was treated as professional. Money isn't everything."
Potter also would like dentists to discuss the ramifications of opting to be part of a network-based plan with their hygienists before making a decision to join the plan.
"There will be changes in the office that the dentist may not be aware of and that we could discuss ahead of time. Treat us like professionals," she says, "and talk about it with us. It also helps to know that certain processes could be a requirement of the plan and not just an arbitrary decision by the dentist that doesn't make sense to us. If the dentist expects us to give 100 percent, it helps to understand the business side of the practice."
Other areas in which plans might offer useful training to the practice team, suggests Potter, are in dealing with difficult patients and in infection control procedures.
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