Dr. Klein with his practice team. Dr. Klein shares specific actions he takes to keep his high-performing employees long-term.
Employee retention strategies in optometry
By Jeff Klein, OD
Jan. 29, 2025
Employee turnover in the optometric profession has always been a challenge, but the COVID-19 pandemic exacerbated it.
With a shrinking talent pool and fewer qualified candidates, retaining top talent has become even more crucial. As hiring becomes more competitive, it’s essential to create an environment where employees feel valued, supported and engaged.
Here are effective strategies for retaining skilled staff, even in uncertain times.
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Create a Structured Training Program
A strong training program ensures employees have the skills they need to succeed. Offering ongoing professional development opportunities, such as workshops and certifications, helps employees feel they are growing in their careers.
For example, offering wage increases or paying for certification exams incentivizes employees to develop their skills and build a career within your practice.
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Hold Regular Meetings and Foster Open Communication
Frequent communication is essential for team cohesion. Weekly meetings, or even daily huddles, can help align goals and address concerns. These sessions should be a platform for employees to share ideas and offer feedback.
In our office, we hold a weekly one-hour meeting on Wednesdays at 8 a.m. during which leadership and staff discuss office priorities. Doctors join once a month for updates and to address questions, ensuring transparency and collaboration.
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Address Problems Promptly
Ignoring issues can lead to disengagement. Address problems—whether related to work processes or staff dynamics—immediately to avoid further complications. Proactively resolving concerns shows employees their well-being matters to you.
Additionally, creating a zero-tolerance policy for mistreatment, whether from patients or colleagues, fosters a respectful and supportive environment.
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Empower Employees to Make Decisions
Empowering employees to make decisions helps build their confidence and a sense of ownership. Allow staff to handle customer service issues or resolve problems without managerial approval, within a set budget (e.g., $200).
This reduces bottlenecks and shows trust in their judgment, enhancing their job satisfaction and engagement.
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Establish a Leadership Team for Office Efficiency
As your practice grows, so should your leadership structure. A leadership team can help manage daily operations, reduce burnout and improve efficiency. This team can play a key role in strategic planning and office improvements.
Our leadership team meets weekly and then joins the doctors once a month to discuss updates, new technology and efficiencies.
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Make Staff Reviews a Priority
Regular performance reviews help employees understand their strengths and areas for growth. Timely feedback is key to improving employee performance.
For new hires, consider check-ins at one week, one month and three months, with continued reviews every six months. These reviews should recognize achievements, offer constructive feedback and provide career progression advice.
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Foster a Fun, Inclusive Culture
A positive, inclusive work environment promotes retention. Team-building activities, celebrations and casual gestures, like surprise treats, make employees feel valued. These activities help build camaraderie and strengthen the bonds within the team, creating a sense of belonging that encourages long-term commitment.
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Recognize Employee Achievements Publicly
Public recognition boosts morale and encourages employees to continue performing well. Acknowledge hard work in front of the team and, when appropriate, in front of patients.
For example, if an employee receives positive feedback from a patient, publicly recognize them during the next team meeting. This reinforces a culture of appreciation and pride.
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Implement Office Bonuses and Rewards Systems
A structured bonus or rewards system motivates employees and reinforces shared success. By rewarding the team for meeting office-wide goals, you create a sense of accomplishment that boosts morale.
Personal touches—such as thanking each employee individually when distributing bonuses—help deepen their sense of value.
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Support Community Involvement and Charitable Giving
Many employees, particularly younger generations, value companies that engage in social responsibility. Support causes that employees care about, whether through charitable donations or community service projects.
Encouraging staff to suggest causes and participate in volunteer efforts strengthens engagement and promotes pride in their work.
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Evaluate Compensation and Benefits
Offering competitive compensation is essential to attract and retain top talent. Regularly review your salary and benefits packages to ensure they are in line with industry standards.
In addition to wages, offering benefits such as health insurance, paid time off and retirement plans can make a significant difference in retention.
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Provide Office Swag and Other Perks
Small perks like branded office swag (e.g., t-shirts or water bottles) can create a sense of team spirit.
Additionally, offering flexible work hours or remote work options, when possible, helps improve work-life balance, which is increasingly important to employees.
Bottom Line: Create a Supportive Work Environment
Employee retention is crucial in today’s competitive market. By creating an environment where employees feel supported, valued and empowered, you can build a motivated team that’s more likely to stay.
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Even with the best strategies, some employees may leave for new opportunities. However, by focusing on growth and development for both your business and your employees, you can feel proud knowing that you helped them succeed.
As you adapt to the changing landscape, your efforts will help ensure long-term success and employee satisfaction.
Jeff Klein, OD, is a partner with Feidler Eye Clinic in Norfolk, Neb. To contact him: jklein@feidlereyeclinic.com
