Sandy Pardue, Consultant/Classic Practice Resources

Sandy Pardue of Classic Practice Resources & Dana Pardue discuss issues facing the dental practice owner of today.

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Sandy Pardue

When Letting Go Isn’t Clear Enough

Letting an employee go is one of the hardest decisions a practice leader will ever make. It’s rarely about a single mistake. More often, it’s about patterns that never quite improve, expectations that were never fully understood, and frustration that quietly builds over time.

The problem isn’t that leaders don’t want to be clear. It’s that clarity often feels uncomfortable.

In this recent episode of Dental Drill Bits, we talk about what happens when “letting go” isn’t clear enough — and why so many termination conversations feel messy, emotional, or unresolved for everyone involved.

The Real Issue Isn’t the Termination

Most difficult separations don’t fail at the final conversation. They fail months earlier.

When expectations aren’t documented, reinforced, and measured, employees are left guessing. Leaders assume they’ve been clear because they’ve mentioned an issue more than once. Employees assume they’re doing “good enough” because no one has shown them otherwise.

This is where resentment grows on both sides.

The employee feels blindsided.
The leader feels exhausted.
And the practice pays the price in morale, productivity, and culture.

Clarity Protects Everyone

Clear expectations aren’t about micromanaging. They’re about fairness.

When roles, responsibilities, and performance standards are clearly defined and consistently tracked, conversations shift. Feedback becomes factual instead of emotional. Coaching becomes supportive instead of reactive. And when separation is necessary, it’s no longer a surprise.

That clarity gives leaders confidence and gives employees dignity.

Why Numbers Matter in People Decisions

One of the most powerful tools in these conversations is data. Not opinions. Not feelings. Data.

Using systems like Practice by Numbers allows leaders to move away from vague feedback and into objective conversations. Instead of saying “this isn’t working,” leaders can point to trends, benchmarks, and documented gaps between expectations and performance.

When numbers are part of the culture, decisions feel less personal — and more professional.

When Letting Go Becomes the Right Move

Sometimes, even with clarity, coaching, and support, the role still isn’t the right fit. And that’s okay.

Clear systems make it easier to recognize when an employee is unable or unwilling to meet expectations. At that point, letting go isn’t a failure. It’s a necessary step to protect the team, the practice, and the patient experience.

The difference is that no one is left confused about how or why the decision was made.

Want to Hear the Full Conversation?

This topic goes deeper in our latest episode of Dental Drill Bits, where we talk through real-world scenarios, common leadership missteps, and how tracking the right numbers can bring clarity long before termination is ever on the table.

If you’re a practice owner or manager who wants stronger teams, better accountability, and fewer uncomfortable conversations, this episode is worth a listen.