Created by dentists, and exclusively for members, CDSPI helps you achieve financial well-being with tailored advice, insurance, and investments. Access to CDSPI is a benefit of your membership with your provincial or territorial dental association. autonomy, charisma, humanity, participative management, and team orientation—which are associated with stronger employee mental health outcomes. Even with a strong office manager in place, dentists who invest in developing their own leadership skills reinforce a consistent message across the practice by strengthening cohesion, morale, and long-term sustainability. Well-being Support: A Strategic Advantage One striking insight from the report is how employee ratings of the well-being support they receive correlates with their mental health scores. Workers who rate their employer’s support for physical, mental, and financial well-being as ‘excellent’ have mental health scores significantly higher than those who rate support as ‘poor.’ For dental practices, supporting your team doesn’t require a large budget. Even practical, targeted investments in wellbeing can have a meaningful impact. One example is CDSPI’s Members’ Assistance Program, which gives dentists, dental office staff, dental students, and employees of the Canadian Dental Association and participating provincial and territorial dental associations (as well as their immediate families), no-cost access to immediate, confidential support in a way that fits their preferences, comfort level, and lifestyle. Employee morale has tangible effects: research shows that psychological well-being influences absenteeism, turnover, patient care quality, and even revenue. In smaller practices, where each team member’s contribution is critical, maintaining a supportive employment environment isn’t a luxury — it’s a competitive advantage. Lead by Example Running a practice means setting the tone for how people work together. The leadership style you have and the choices you make— how issues are addressed, how feedback is given, and how pressure is managed—shape team morale and performance over time. Some things to consider: z Invest in leadership development: Build skills in conflict resolution, team motivation, and supportive feedback for you and anyone on your team who is a people leader. z Prioritize well-being conversations: Normalize discussions about stress, burnout, and work expectations. z Track climate and culture: Annual or biannual team surveys plus regular check-ins can help spot issues before they become crises. z Leverage external resources: Talk to other dentists. Professional networks and study clubs can be valuable places to share experiences, compare notes, and find solutions that work in real-world dental settings. Why This Matters for Recruitment and Retention In the competitive field of dental practices, where attracting skilled dental hygienists, assistants, and administrative staff can be a challenge, having a reputation as a supportive employer is important. With many practices competing for the same limited pool of experienced professionals, candidates are looking beyond compensation alone. They want workplaces that offer respect, reasonable workloads, opportunities to grow, and leaders who value their well-being. Practices known for strong culture, clear communication, and thoughtful support are more likely to attract top talent, and keep this talent by reducing turnover, protecting continuity of care, and strengthening the patient experience. Being an employer isn’t simply about filling shifts or delegating tasks. It’s about building a workplace where people feel trusted, supported, and proud of the care they provide, and where that sense of purpose carries through to every patient interaction. At a time when work-related stress and isolation remain part of everyday life, dentists have an opportunity to lead differently. By investing in culture, communication, and well-being, they can set a higher standard—not only for clinical care, but for what it means to run a healthy, sustainable practice. Consistent small steps help; mention the Members’ Assistance Program at meetings, share CDSPI resources, and display support contacts in common areas of the office. These simple steps help normalize conversations about wellbeing and ensure support is top of mind when it’s needed most. CDSPI, in partnership with TELUS Health, supports dentist-employers by providing access to the Members’ Assistance Program, a confidential resource offering practical tools, counselling, and workplace support for dentists and their teams. When leaders actively reinforce awareness of these resources, they help create an environment where employees feel supported, valued, and better equipped to manage both professional and personal pressures. For those interested in exploring the data behind these trends, the full Canada Mental Health Index—September 2025 report is available from TELUS Health. 1 The Canadian Mental Health Index, Telus Health | September 2025, pg. 3. 2 Ibid, pg. 8. 34 | 2026 | Issue 2 Supporting Your Practice
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