On this episode of Beyond Bitewings, Ash sat down with Kelly Majdan of OneDigital and Power Through Wellness to explore how financial planning and personal well-being work together, especially for dental practice owners. Kelly’s core message: your long-term financial outcomes are closely tied to your long-term health. The healthier you are, the further your savings can stretch, and the more likely you are to enjoy the future you’re working toward.

A big portion of the discussion focused on 401(k)s for dental practices. Kelly debunked some common misconceptions, chief among them that plans are too expensive or administratively heavy to start. In reality, thoughtful plan design can begin simply (even with employee deferrals only), and many costs are deductible. Recent updates under SECURE 2.0 and state programs can also reduce startup costs or provide credits, and employers can add matching contributions later as cash flow allows.

Benefits aren’t just about tax savings either; they’re a recruiting and retention tool. As hiring stays competitive, especially for hygienists and experienced clinical staff, candidates increasingly expect retirement benefits. Kelly noted that today’s workforce is more financially literate and evaluates employers on total rewards, not just pay and bonuses. Offering a 401(k) signals stability and support. One option she recommended dental practice administrators consider is a student loan match provision. This allows employers to contribute to an employee’s 401(k) when that employee makes qualifying student loan payments, an attractive differentiator for teams carrying education debt. (Check out this article we wrote on this topic to learn more.)

The conversation also dug into burnout and the day-to-day realities of clinical work. Practice leaders can set the tone for wellness by making care accessible and practical; think on-site services (like periodic chiropractic adjustments), flexible ways to use existing benefits, and removing barriers that keep people from getting help. A simple but powerful step can be to simply ask your team what they need through quick surveys, then mine what your current benefit partners already offer before buying anything new.

For owners 10–15 years from retirement, Kelly emphasized the importance of building a coordinated plan now with your financial planner and CPA. Your 401(k) may be the anchor, but other tools, such as cash balance or supplemental plans, could play a role depending on goals, timeline, and practice transition plans. Early, steady preparation helps avoid a rushed exit and gives you time to align finances with the kind of post-practice life you actually want.

Ultimately, the episode framed “wealth and wellness” as two sides of the same coin. Investing in your health supports the life you’re saving for, and investing in your team’s financial health strengthens retention, engagement, and patient experience. If you have questions about any of these topics or how they apply to your practice, the Edwards & Associates team is here to help.