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Listen "S1 E5: The Hygiene Profitability Benchmark"
Episode Synopsis
Hygiene Compensation Part 1: Benchmarks, Profitability & The New Reality | Inspired Hygiene Podcast
Rachel Wall, RDH, breaks down the real numbers behind hygiene pay—why the classic 3:1 profitability benchmark matters, how higher wages + lower reimbursements squeeze margins, and what to do when a new hire wants more than your rock-star veteran team. Part 2 will cover specific pay models (hourly vs. performance-based) with real practice examples.
💡 KEY TAKEAWAYS
3:1 still rules: Net (collectible) hygiene production should be ~3× total hygiene comp to hit profitability.
You can’t hide the pay gap: Bringing in a newbie at a higher rate without adjusting veterans = culture bomb.
Fix revenue first, not just hours: Expand services and diagnostics instead of slashing appointment time.
Blocks & models matter: Assisted hygiene (with a dedicated assistant) can increase access and quality.
Prep for Part 2: Consider if an hourly-only model still fits your goals—performance plans can be a win-win.
🔗 RESOURCES
FREE: 17 Tips to Attract & Keep Exceptional Hygienists → https://inspiredhygiene.com/17-tips-to-attract-a-hygienist-to-your-practice/
Book a Discovery Meeting → https://inspiredhygiene.com/talk/#meet-now
Questions? Email us → [email protected]
👍 Like if this clarified the numbers
💬 Comment: What’s your biggest comp challenge right now?
🔔 Subscribe so you don’t miss Part 2—real-world comp models & transition tips
As always—stay inspired!
Rachel Wall, RDH, breaks down the real numbers behind hygiene pay—why the classic 3:1 profitability benchmark matters, how higher wages + lower reimbursements squeeze margins, and what to do when a new hire wants more than your rock-star veteran team. Part 2 will cover specific pay models (hourly vs. performance-based) with real practice examples.
💡 KEY TAKEAWAYS
3:1 still rules: Net (collectible) hygiene production should be ~3× total hygiene comp to hit profitability.
You can’t hide the pay gap: Bringing in a newbie at a higher rate without adjusting veterans = culture bomb.
Fix revenue first, not just hours: Expand services and diagnostics instead of slashing appointment time.
Blocks & models matter: Assisted hygiene (with a dedicated assistant) can increase access and quality.
Prep for Part 2: Consider if an hourly-only model still fits your goals—performance plans can be a win-win.
🔗 RESOURCES
FREE: 17 Tips to Attract & Keep Exceptional Hygienists → https://inspiredhygiene.com/17-tips-to-attract-a-hygienist-to-your-practice/
Book a Discovery Meeting → https://inspiredhygiene.com/talk/#meet-now
Questions? Email us → [email protected]
👍 Like if this clarified the numbers
💬 Comment: What’s your biggest comp challenge right now?
🔔 Subscribe so you don’t miss Part 2—real-world comp models & transition tips
As always—stay inspired!
More episodes of the podcast The Inspired Hygiene Podcast
Welcome to The Inspired Hygiene Podcast
19/05/2025
S1 E1: The Hygiene Reality Check
04/06/2025
S1 E2: From Crickets to Qualified Candidates
18/06/2025
S1 E4: Unlocking Hygiene’s Full Potential: Better Care, Energized Teams, Stronger Practices
16/07/2025
S2 E2: Creating Your Standard of Care
10/09/2025
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