Innovative Ways to Manage Raises & Reviews

Guidance from Kirk Behrendt

"How often should I give raises, and when should I do performance reviews?"

If you’ve ever asked yourself this, you’re not alone. Independent dentists juggle patient care, team management, and the financial realities of running a business. And when it comes to compensation and feedback, the calendar you choose directly shapes team morale, budgeting ease, and operational clarity.

Why Many Independent Dentists Choose January

Most independent practices tie compensation adjustments to the beginning of the fiscal year—and for good reason. January is when your new annual budget kicks in, payroll forecasts are set, and benefits packages are finalized. Presenting “next year’s pay” in December or early January keeps expectations clear and reduces administrative friction.

If a team member joined midyear, their raise can still be prorated into your January adjustment cycle. Just be sure to communicate benefit changes well before year-end so team members can make informed choices about their insurance and personal finances.

And here’s a small but powerful tip: Present raises in person, with a letter of gratitude that includes personalized recognition. It sets the tone for engagement, reinforces their contribution, and demonstrates leadership presence.

Why I Don’t Believe in Annual Performance Reviews

A traditional once-a-year review forces twelve months of feedback into a single, often stressful meeting. I don’t use that model, and I encourage you to reconsider it as well.

Instead, I meet individually with each team member in regular monthly check-ins. These meetings are simple, structured, and, most importantly, team member–led. They fill out a short form with:

• Their personal and professional goals
• The support they need
• What they want to improve or contribute

Your role becomes coach, not critic.

Because feedback is ongoing, nothing is a surprise, morale stays high, and growth stays continuous. And yes, this rhythm of check-ins still works beautifully alongside your larger team meetings for reinforcing vision, mission, values, and quarterly objectives.

Intentional Feedback: The Daily System That Actually Works

Frequent feedback doesn’t have to be heavy or time-consuming. In fact, it’s one of the most efficient leadership habits you can develop.

Take the Sandwich Leadership framework. Strange name, simple truth:

• Start with appreciation for their efforts.
• In the middle, state what’s going on. Address what needs to improve—clearly, directly
• Close with encouragement and confidence in their ability to succeed

It’s not about softening reality; it’s about delivering clarity within a relationship of trust.

When we give effective feedback, three powerful things happen:

1. Performance improves
2. Conflict decreases
3. Team members become autonomous problem-solvers

My advice? Practice clear, kind, consistent feedback every day. It’s the fastest way to elevate your team and yourself.

Bringing It All Together

Raises belong on a predictable schedule. Reviews belong in the rhythm of everyday leadership. And your team? They flourish when the two aren’t artificially tied together but are intentionally aligned.

A strong culture isn’t built in a single January meeting; it’s built in the conversations you’re brave enough to have all year long.