Rethinking the Hierarchy: Why Dentists and Nurses Must Work as Equals
Written by Jen Upton
In every dental surgery, the clinician-nurse relationship is the cornerstone of patient care. And yet, in far too many practices, there remains an outdated assumption: that the dentist is superior, and the dental nurse is merely an assistant. This mindset isn’t just harmful—it’s unproductive. As someone who has worked in practice and now supports hundreds of nurses in the field, we’ve seen first-hand the damage a superiority complex can do to team morale and patient experience.
Dentistry is a Two-Person Sport
A dentist cannot safely or effectively treat patients without a nurse by their side. No impressions are taken, no treatments are performed, and in many cases, no clinic can even run without a nurse present. And yet, we still hear stories from our locum nurses about being dismissed, undermined, or even belittled in front of patients. This behaviour doesn’t just undermine the nurse—it undermines the very professionalism of the practice.
Respect Builds Results
It’s worth stating clearly: we are not suggesting all dentists act this way. There are many clinicians who treat their nurses as trusted equals, and the results speak for themselves—smooth-running clinics, happy teams, and returning patients. But where disrespect is present, it leaves a trail: unhappy staff, poor retention, and low morale.
Teamwork is not a bonus in dentistry; it is a requirement. A dental nurse doesn’t simply ‘assist’—they anticipate, they manage infection control, they safeguard, and they ensure a safe, calm environment for patients. When dentists fail to recognise that, it’s not just the nurse who suffers—it’s the whole practice.
The Damage of Power Imbalance
Too often, we hear about nurses being spoken down to or corrected harshly in front of patients. Not only is this unprofessional, it’s deeply damaging. A single moment of public embarrassment can erode confidence that took years to build. If a clinician is unhappy with something, there are professional, discreet ways to address it—away from the patient, and never at the cost of someone’s dignity.
Ask yourself: Would I feel proud to speak to a colleague that way? Would I tolerate it being done to me?
Creating a Culture of Mutual Respect
Practice managers and principals—this is where your leadership matters. It is your responsibility to address inappropriate behaviour in your team, regardless of someone’s title. A respectful workplace culture doesn’t happen by chance; it is built intentionally. If there’s a breakdown in the dentist-nurse dynamic, it’s not something to brush under the rug. Have the conversation. Address the tone. Set the standard.
The best practices are those where all team members—clinical and non-clinical alike—feel valued and empowered to do their job well. This includes ensuring that locums, part-time staff, or new team members are never made to feel lesser.
The Power of Partnership
Clinicians who respect their nurses don’t just create a better working atmosphere—they also get better clinical outcomes. A nurse who feels seen and appreciated is more focused, more proactive, and more likely to stay long-term. And let’s be honest—no one wants to spend eight hours next to someone who makes them feel inferior.
Kindness, communication, and collaboration cost nothing. But they’re the currency of every high-performing team.
A Note for Reflection
If you’re a dentist reading this, take a moment to reflect: How do you speak to your nurse? Do you treat them as an equal partner in patient care, or someone to “manage”? Do you recognise their expertise and experience, or only point out errors?
And if you’re a practice owner or manager, ask yourself: Are you creating a culture where every member of the team is respected? Are inappropriate attitudes being challenged, or quietly tolerated?
Raising the Bar, Together
The dental nurse is not “less than.” They are essential. They are trained. They are the reason your clinic runs. Let’s move beyond the tired hierarchy and build partnerships based on respect, communication, and shared responsibility.
Because when your team thrives—so do your patients, your practice, and your profession.
Written by Jen Upton, Marketing & People Engagement Director at S4S Team
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