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Advocating for Change: How to Ask for Raises, Resources and Respect by Jodie Heimbach, RDH, BS

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Advocating for Change: How to Ask for Raises, Resources and Respect

by Jodie Heimbach, RDH, BS

As a dental hygienist, your day-to-day focus is on caring for your patients, supporting your team and doctor, and ensuring smooth operation of the dental practice. But while you care for others, it’s equally important to care for yourself. Advocating for yourself in an intimate workplace can feel intimidating and awkward, especially when it’s hard to find the right time and space for these conversations. However, it’s essential for securing raises, ensuring you have adequate time to provide comprehensive patient care, and accessing high-quality instruments in sufficient quantities so you can work efficiently without unnecessary stress or delays.

Bottom line: if you don’t ask, you don’t get.
Set the Stage for Success: Establishing Annual Reviews
A great way to avoid the uncomfortable position of having to ask for a raise is to establish annual reviews early in your employment - in fact, as early as your interview for the job. During your interview at a new practice, ask about the practice’s policy on performance and salary reviews. If no policy exists, suggest implementing regular reviews and clarify how often they will occur. This proactive approach ensures that you and your employer are aligned, preventing misunderstandings or the frustration of waiting indefinitely for a raise that may never materialize.
I’ve been a dental hygienist for more than 30 years, and I’ve been in your shoes. I know how intimidating and even demeaning it feels to ask for a raise. I will admit, it is a great feeling to have your work skills, ethics, and value to the practice and patients not only noticed, but rewarded, but in order for that to happen, it’s often up to the hygienist to initiate the conversation.

I once mentored a hygienist who desperately wanted a raise. I first suggested that she schedule a time to meet with her dentist rather than catching up in the hallway, saying “Hey Dr. Tooth, I would like to talk with you later, if you have time?” Once she scheduled a day and time to meet with her dentist, we discussed how she should prepare to discuss why she deserves a raise. I told her she should know:
  • Her production numbers (Standard: production should be 3X pay)
  • How much dentistry she helps co-diagnose that adds to the doctor’s production.
  • What procedures she has added to the practice and their value.
I also implored her to remember that benefits such as IRA match, vacation time, and CE budget add value to her own bottom line.
Advocating for Professional Development
Several years ago I wanted to attend RDH Under One Roof but I needed financial support. I spoke with the practice owner about the value of me attending the conference, that I would share all information I learned, that I was not looking to be paid for the time I was there attending courses, and asked if he could offer any financial help for me to attend. This conversation ended up with me being given a $1,000 CE budget per year! I was able to attend that conference annually. It felt so good that the doctor valued me and was willing to invest in me.

The hygienist I mentored scheduled a time with her boss away from the office at lunch so they had the time and privacy to talk. The dentist said he never had an employee come to him so prepared with information like this. Because of this, the hygienist received a pay raise and called to thank me.

I thought about my younger years in hygiene, and all of the time wasted in fear of asking for what I was worth. I was even afraid to ask for a day away from the practice to attend CE for my own professional development. How I wish I had known then what I know now… That’s why I’ve created this guide to walk you through a step-by-step approach to navigating these important conversations so you feel prepared and confident to get the compensation you deserve.


Understand Your Value
Before you initiate any conversation about obtaining a raise, the first step is to assess and understand your worth. When you know what you bring to the table, it’s easier to advocate for yourself effectively.

Self-Assessment
Spend time reflecting on your contributions to the dental practice.
  • Do you arrive early and stay late to make sure everything is prepped for your patients? Are you a team player?
  • Are you consistently praised for your patient care?
  • Do they mention your name specifically in Google reviews?
  • Do you take initiative in areas beyond your job responsibilities?
  • List out your skills, your strengths and accomplishments to clarify how your contributions benefit the practice.
Gathering Evidence of Contributions
Concrete evidence strengthens your case. Always. When you can document key personal achievements like direct patient feedback (for instance: Google reviews that mention you by name), productivity improvements, or specific instances where you’ve gone above and beyond your responsibilities, that can validate your contributions and showcase your dedication to the tangible value you bring to the team.

 Make A Plan for Professional Growth
Think about what service(s) you might like to provide patients that are not currently offered:
  • What training would be needed, how much time, and the cost?
  • What equipment would be needed, and how much would it cost?
  • Which patients would benefit from this service, and in which ways would they benefit?
  • What revenue can this generate?
  • What indirect impact could this have on the dental practice?
Also think about your personal and professional development:
  • What skills would you like to be more proficient in or learn more about?
  • Would you consider mentoring the other hygienists in the practice?
  • Is there an opportunity to be a team lead? If so, what benefits come with it?
Additional considerations to keep in mind:
  • Hygienists should produce about three times of their wages
  • Where do you fall in your production? Are you producing three times your wages?
  • If not, why not? Is it scheduling? Do you have an appropriate number of blocks for periodontal therapy?
  • Does your practice have a Periodontal Standard of Care for diagnosis and protocols for early intervention in the disease process?
  • An intentionally planned schedule can be the difference between being productive or not. If your schedule is not productive, suggest how it can be:
  • Are your patients up to date on FMXs
  • Is your periodontal treatment percentage around 30 percent?
  • Are you diagnosing all the perio in your chair?
  • Are you recommending fluoride varnish to adult patients who are at risk for caries?
  • If there are openings in the schedule, whose responsibility is it to fill them?
  • If there is not a system in place, make suggestions to create one

Market Research
Understanding the broader dental hygiene market is essential for evaluating your compensation. Start by exploring average salary ranges in your area to gauge whether your pay aligns with industry standards for professionals with similar skills and experience. Resources such as Hygienetown.com and the Bureau of Labor Statistics offer helpful benchmarks. Additionally, comprehensive salary studies from platforms like Dental Post and other industry-specific surveys can provide deeper insights into trends, benefits, and growth opportunities. Remember there is a workforce shortage across the board in dentistry, so if something doesn’t feel right—know your worth, and find a better fit.


Prepare for the Conversation
Once you’ve assessed your value, and how you compare to the rest of the dental hygienists in your experience bracket, it’s time to get ready for the discussion. This involves setting clear goals and determining how to approach the conversation thoughtfully.

Preparing for your conversation about compensation or professional growth starts with the right mindset. If you find fear or uncertainty holding you back, consider exploring PDA Co-founder & CEO Victoria Peterson’s book Frustration: The Breakfast of Champions. It provides actionable strategies for turning frustration into motivation and equips you with the emotional intelligence needed to tackle challenging discussions effectively.

Steps
1. Schedule a time with the owner/doctor/office manager for a performance and salary review.

2. Once you’ve assessed your value, and how you compare to the rest of the dental hygienists in your experience bracket, it’s time to get ready for the discussion. This involves setting clear goals and determining how to approach the conversation thoughtfully.

3. Prepare your production numbers from the last three months, six months, and since your last review.

4. Discuss what you bring to the table:
  • Have you ever tracked the dentistry that you have co-diagnosed and educated patients on that schedule with the doctor after?
  • Have you added any new services to the practice?
  • Maybe you brought all the patients up to date that had been overdue for FMXs. What did that generate for the practice? $175 x 150 patients = $26,250 annually.
5. Have an idea of what you are looking for in regard to a raise.

6. Once the discussion is over, recap the response so there are no misconceptions. If there needs to be another discussion, schedule the time to meet again.

You might reach a point where you’re at the top of the pay scale, and additional hourly increases are unlikely. In such cases, employers might offer other benefits in place of a raise. It’s essential not to overlook these perks, as they can significantly add value to your total compensation. Extra vacation days can be a nice plus!

For example:
  • If your employer matches 3% of your annual salary into an IRA and you earn $60,000, that’s $1,800 a year. Divided over 1,600 working hours (assuming 32 hours per week for 50 weeks), this adds $1.12 per hour to your effective pay.
  • If you receive five vacation days at $40 per hour for 8 hours per day, that’s another $1,600 annually, or $1.12 per hour.
  • Add five paid holidays, which could provide yet another $1.12 per hour in value.
Together, these benefits increase your hourly rate by $3.36, demonstrating the true value of your compensation package beyond your base pay.


Conclusion
Advocating for yourself isn’t about just asking for a raise - it’s about recognizing your worth, preparing a compelling case, and being open to the full spectrum of benefits your employer might offer. Knowing your value and effectively communicating it demonstrates professionalism and builds respect.

It’s natural to feel nervous when asking for more, but remember: your contributions to the practice and your patients have real value. If you don’t advocate for yourself, no one else will. Take the time to prepare, set clear goals, and approach the conversation with confidence. Even if the answer isn’t an immediate “yes,” you’ll plant the seed for future opportunities.

You are a professional, and you deserve to be compensated fairly for your expertise, dedication, and the impact you bring to your team and patients every day. Take a deep breath, believe in yourself, and take that first step—you’re worth it.
To help your doctor understand your point of view and improve collaboration, ask them to read More than a Paycheck: The Key to Retaining a Loyal, High-Performing Team by Dr. Bruce B. Baird.
Author Bio
Jodie Heimbach Jodie Heimbach, RDH, BS, has been a clinical dental hygienist for more than 30 years and is the Clinical Calibration Coach at Productive Dentist Academy, guiding dental teams to become aligned with the standard of care. Heimbach is a past president of the New Jersey Dental Hygienists’ Association and is the recipient of the 2008 Sunstar/RDA Award of Distinction. She can be reached at jodie@productivedentist.com.





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