Let’s be honest—no one gets into dentistry dreaming about terminating employees. But leadership, especially in a private dental practice, comes with the hard decisions. And there are critical times when  letting someone go is necessary to protect your culture, your team, and your sanity.

Yet even savvy practice owners often make the same avoidable mistakes when firing. Not only can this create legal and operational problems—it can quietly erode trust across the team.

In this article, we’ll break down the most common firing missteps we see in dental practices, how to avoid them, and how to lead through transitions with clarity and class.

Mistake #1: Waiting Too Long to Make the Call

We get it—you’re compassionate. You want to give people a chance. But dragging your feet often does more harm than good.

Keeping a toxic or underperforming team member “just a little longer” rarely leads to improvement. Instead, it signals to your team that accountability is optional. And it can cost you great people who grow tired of covering for someone else’s poor performance.

Solution: Set clear expectations early and act quickly when patterns emerge. Document conversations, offer real support, but stay firm on timelines. Delaying action usually makes the eventual fallout worse.

Mistake #2: Firing Without a Transition Plan

Letting someone go and then scrambling to cover their role is stressful—for you and everyone else. We’ve seen team members pull triple duty at the front desk while interviewing replacements. It’s a recipe for burnout.

Solution: Anticipate the transition before you finalize the decision. Cross-train your team when possible, keep job descriptions up to date, and build a great job posting to use immediately after their departure. We don’t advocate recruiting before a team member is let go. It feels incongruous, damages relationships with your remaining team, and is bad karma. A planned exit is always cleaner than a reactive one – but keep your powder dry until they are let go.

Mistake #3: Making It Personal

Even if someone’s behavior has felt personal, the firing shouldn’t be. Venting frustration or listing every shortcoming only invites defensiveness and potential legal risk. Never let someone go when your emotions are not under control, and don’t do it as a knee jerk reaction.  Remember, the team members who remain are taking stock of how they peers are hired and also let go.

Solution: Stick to facts, patterns, and expectations. Keep the conversation brief and professional. Your role isn’t to punish—it’s to protect the culture and performance of the whole practice.

Mistake #4: Under-Communicating With the Team

When someone’s suddenly gone, the rumor mill kicks into high gear – and with social media and DM’s that means immediately. The lack of context can create fear, confusion, or even resentment. 

Solution: Don’t skip the follow-up. It is inappropriate to share details, but you should clarify that the decision was made thoughtfully and with the best interest of the practice in mind. Reaffirm the values of the team and your vision moving forward.

Mistake #5: Firing as a Shortcut for Leadership

Sometimes, firing feels easier than coaching. But if multiple hires don’t work out—or if you’re repeatedly disappointed in your team—it may be time to look inward.

Solution: Build your leadership muscle. Learn to give better feedback, set clearer goals, and create a culture where people can thrive before they fail. Not every issue is as simple as an underperforming problem. Many times this can be a leadership opportunity in disguise – but you have to look for it.

Letting Go Without Losing Your Culture

Firing isn’t just about removing someone—it’s about reaffirming who you are as a practice. When done with integrity and clarity, it can actually strengthen your team’s morale and trust in your leadership.

But it takes preparation, empathy, and a steady hand.

At Dentist Partner Pros, we help private practice owners build better teams—through smarter hiring, stronger leadership, and a culture that keeps people thriving for the long haul.

Click here to schedule a call

More articles worth your time: