Rethinking Employee Benefits: A Strategic Move for Dental Practices

Running a successful dental practice today requires more than great clinical skills. It also means competing for talented hygienists, assistants, and administrative staff in a labor market where turnover is high and expectations have shifted. Salary will always matter, but for many employees, benefits are what make or break their decision to stay.

For dentists, that creates an opportunity: by choosing benefits that are both tax-efficient and resonate with employees, you can strengthen loyalty, reduce hiring headaches, and manage costs at the same time.

What Your Team Really Wants

Anyone running a dental practice knows firsthand that staffing challenges are real. National surveys show that employees consistently point to a handful of priorities when evaluating an employer:

  • Flexibility and balance – More workers want schedules that support their personal lives. While chairside roles can’t be remote, creative scheduling options go a long way.
  • Health coverage – Affordable, reliable health insurance remains non-negotiable for most employees.
  • Support for well-being – From mental health counseling to wellness stipends, employees expect resources that address stress and burnout.
  • Retirement planning – Economic uncertainty has younger employees thinking about their future sooner. Access to savings plans is a big differentiator.
  • Professional growth – Tuition assistance, CE support, and training stipends signal that you’re invested in long-term careers, not just filling today’s openings. Some practices are also offering a personal growth stipend that goes beyond CE, giving employees the freedom to invest in themselves in meaningful ways.
  • Time off and holidays – Paid time off, vacation, and holiday schedules remain among the most visible and valued benefits and can significantly impact loyalty.

Ignoring these priorities can be costly: research shows a majority of employees would consider leaving for another employer whose benefits better match their needs. For practices that can’t always match the salaries of DSOs, a tailored benefits package can level the playing field.

Where Taxes Come Into Play

Here’s the good news: many of the benefits employees value most qualify as fringe benefits under IRS rules. While not all are automatically tax-free, a surprising number either avoid being taxed to the employee and remain deductible for the practice

That dual advantage means you can invest in benefits that matter without putting a lot of extra pressure on your bottom line.

Tax-Savvy Benefits That Deliver

Consider how these common options can align with both staff satisfaction and tax efficiency:

  • Health Insurance – Premiums paid by the practice are generally deductible, while employees don’t pay tax on the coverage.
  • Retirement Plans – 401(k)s, SIMPLE IRAs, or similar plans allow deductions for the practice. Plus, small employers may qualify for tax credits to offset startup and administrative costs.
  • Continuing Education Support – Practices can provide up to $5,250 annually in tax-free educational assistance per employee, perfect for CE credits or skill-building.
  • Wellness & Mental Health Resources – Employee assistance programs may qualify as tax-free benefits and are increasingly seen as essential.
  • Commuter Benefits – Transportation and parking benefits are deductible up to IRS limits, reducing taxable income for employees.
  • Meals – Some meal expenses remain partially deductible under current IRS rules.

Why This Matters for Dental Practice Owners

When you design benefits with both employee demand and tax treatment in mind, you accomplish three things at once:

  1. You retain your best people. Turnover is expensive both financially and in patient experience.
  2. You manage costs strategically. Smart use of deductible benefits lowers your practice’s tax liability.
  3. You compete with larger employers. Even if you can’t match salaries, you can differentiate yourself with benefits that employees value deeply.

In today’s environment, benefits aren’t a “nice to have,” they’re a core part of your talent strategy. For dental practices, taking time to regularly evaluate both employee needs and tax implications can pay dividends in loyalty, profitability, and peace of mind.

If you have questions about the tax deductibility of benefits you are considering, let us know. We are happy to help. 

Rethinking Employee Benefits: A Strategic Move for Dental Practices

Running a successful dental practice today requires more than great clinical skills. It also means competing for talented hygienists, assistants, and administrative staff in a labor market where turnover is high and expectations have shifted. Salary will always matter, but for many employees, benefits are what make or break their decision to stay.

For dentists, that creates an opportunity: by choosing benefits that are both tax-efficient and resonate with employees, you can strengthen loyalty, reduce hiring headaches, and manage costs at the same time.

What Your Team Really Wants

Anyone running a dental practice knows firsthand that staffing challenges are real. National surveys show that employees consistently point to a handful of priorities when evaluating an employer:

  • Flexibility and balance – More workers want schedules that support their personal lives. While chairside roles can’t be remote, creative scheduling options go a long way.
  • Health coverage – Affordable, reliable health insurance remains non-negotiable for most employees.
  • Support for well-being – From mental health counseling to wellness stipends, employees expect resources that address stress and burnout.
  • Retirement planning – Economic uncertainty has younger employees thinking about their future sooner. Access to savings plans is a big differentiator.
  • Professional growth – Tuition assistance, CE support, and training stipends signal that you’re invested in long-term careers, not just filling today’s openings. Some practices are also offering a personal growth stipend that goes beyond CE, giving employees the freedom to invest in themselves in meaningful ways.
  • Time off and holidays – Paid time off, vacation, and holiday schedules remain among the most visible and valued benefits and can significantly impact loyalty.

Ignoring these priorities can be costly: research shows a majority of employees would consider leaving for another employer whose benefits better match their needs. For practices that can’t always match the salaries of DSOs, a tailored benefits package can level the playing field.

Where Taxes Come Into Play

Here’s the good news: many of the benefits employees value most qualify as fringe benefits under IRS rules. While not all are automatically tax-free, a surprising number either avoid being taxed to the employee and remain deductible for the practice

That dual advantage means you can invest in benefits that matter without putting a lot of extra pressure on your bottom line.

Tax-Savvy Benefits That Deliver

Consider how these common options can align with both staff satisfaction and tax efficiency:

  • Health Insurance – Premiums paid by the practice are generally deductible, while employees don’t pay tax on the coverage.
  • Retirement Plans – 401(k)s, SIMPLE IRAs, or similar plans allow deductions for the practice. Plus, small employers may qualify for tax credits to offset startup and administrative costs.
  • Continuing Education Support – Practices can provide up to $5,250 annually in tax-free educational assistance per employee, perfect for CE credits or skill-building.
  • Wellness & Mental Health Resources – Employee assistance programs may qualify as tax-free benefits and are increasingly seen as essential.
  • Commuter Benefits – Transportation and parking benefits are deductible up to IRS limits, reducing taxable income for employees.
  • Meals – Some meal expenses remain partially deductible under current IRS rules.

Why This Matters for Dental Practice Owners

When you design benefits with both employee demand and tax treatment in mind, you accomplish three things at once:

  1. You retain your best people. Turnover is expensive both financially and in patient experience.
  2. You manage costs strategically. Smart use of deductible benefits lowers your practice’s tax liability.
  3. You compete with larger employers. Even if you can’t match salaries, you can differentiate yourself with benefits that employees value deeply.

In today’s environment, benefits aren’t a “nice to have,” they’re a core part of your talent strategy. For dental practices, taking time to regularly evaluate both employee needs and tax implications can pay dividends in loyalty, profitability, and peace of mind.

If you have questions about the tax deductibility of benefits you are considering, let us know. We are happy to help. 

Podcast Recap: Attracting and Retaining Dental Talent with Employee Wellness and Retirement Benefits

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.

How Hiring Your Children Can Cut Your Tax Bill

With the 2025 tax-planning season approaching, we know that many of you are looking for smart, legal strategies to reduce your tax burden. One option that’s easy to overlook but made more attractive under the One Big Beautiful Bill Act (OBBBA) is hiring your children.

How OBBBA Makes Hiring Your Kids a Smart Tax Move

The OBBBA permanently eliminated the dependent exemption but raised the standard deduction for single taxpayers to $15,750 in 2025 (up from $15,000 in 2024, with annual inflation adjustments). This change allows your child to earn up to $15,750 in W-2 wages tax-free if they have no other income, since the standard deduction fully offsets those earnings.

For dental practice owners, this opens the door to both family and practice benefits, as long as you pay a fair W-2 salary for legitimate, documented responsibilities. Common examples include managing your social media (and in some cases serving as models for those campaigns) or coordinating community events, but age-appropriate work like filing, office organization, janitorial work, or other support tasks may also qualify.

Here’s what this strategy can mean for you:

  • Avoid Federal Income Tax for Your Child – As long as their earnings stay within the standard deduction, they owe nothing in federal income tax.
  • Potentially Enjoy Payroll Tax Savings – If your practice is a sole proprietorship or a partnership with both parents as partners, wages paid to children under 18 are also exempt from Social Security and Medicare taxes.
  • Lower Your Own Taxable Income – Wages paid to your child are deductible to the practice, reducing taxable income and effectively shifting dollars into a zero-tax bracket.

Just like any other employee, your child must actually perform the work, and you’ll want to maintain job descriptions, timesheets, and payroll records to demonstrate the arrangement is legitimate.

Please Note: To use this strategy, children must be claimed as dependents on your tax return. The biggest payroll tax savings apply when they are under 18. Children 18 and older can still be employed, and their wages remain deductible, but payroll taxes will apply.

Hiring Your Kids: More Than Just Tax Savings

Hiring your children isn’t just about reducing your tax bill; it can also give them valuable work experience and bring fresh energy to your practice’s marketing and community engagement. With the right documentation and planning, it’s a compliant strategy that supports your practice, your family, and your long-term tax planning.

If you’d like to explore whether this strategy makes sense for your practice, our team is here to help during your upcoming tax-planning session.

Podcast Recap: Proven HR Solutions for Practice Owners

In a recent episode of Beyond Bitewings, host Ash from Edwards & Associates sat down with Michelle Griffin, CEO of Griffin Resources, to discuss the critical role human resources plays in helping dental and medical practices run more smoothly. From hiring and onboarding to compliance and culture, Michelle offered practical insights that any dental practice can benefit from, especially those without a dedicated HR professional on staff.

One of the key takeaways from the conversation was the importance of HR compliance. Michelle noted that nearly every aspect of HR is tied to local, state, or federal laws, and overlooking things like proper onboarding documents or I-9 forms can lead to serious issues. For multi-location or multi-state practices, it gets even more complicated, especially as labor laws can vary not only by state, but sometimes even by county.

She also cautioned practice owners about the risk of misclassifying employees, such as treating hourly workers as salaried or mislabeling staff as independent contractors. These decisions, often made for convenience, can expose practices to legal and financial liabilities down the line.

When the topic turned to mergers and acquisitions, Michelle stressed the need for clean, consistent HR records, especially when a practice is preparing to sell. Buyers often assess compliance risks during due diligence, and missing documents or unclear employee classifications can affect a practice’s valuation. She also shared some cautionary tales of fraud discovered during transitions, highlighting the need for strong internal controls, especially around payroll and benefits.

For practices looking to attract and retain top talent, Michelle encouraged owners to highlight their unique strengths. While a small office may not be able to compete with corporate benefits, many offer supportive environments, flexible schedules, and strong team dynamics, all things that can be just as important to job seekers. But keeping those team members long-term means living up to the promises made during recruitment and investing in their growth once they’re on board.

Finally, Michelle underscored the importance of empathetic leadership. The best practice owners she’s seen are the ones who treat their employees like people, not just resources. That includes understanding their goals, supporting work-life balance, and creating a culture where employees feel heard and valued.

If you’re a dental practice owner navigating people challenges, compliance headaches, or planning for a transition, this episode is a must-listen.

Is ChatGPT the New Google? What Dentists Need to Know About AI-Driven Search

More and more people are turning to ChatGPT and other AI tools to get quick, conversational answers to their questions, including ones about dentistry. Instead of typing “dentist near me” into Google, they’re asking, “Who’s a good cosmetic dentist in Dallas?” or “How can I relieve tooth pain until my appointment?” And the responses they get aren’t just links; they’re summaries based on what AI tools can find and understand from the web.

So, how do you make sure your dental practice shows up in those AI-generated results? It starts with a shift in mindset: optimizing your site not just for human readers and Google’s search engine, but also for the algorithms behind tools like ChatGPT, Claude, Gemini, and others.

Why Does This Matter for Dental Practices?

AI search works differently than traditional search engines. Rather than simply showing a list of links, these tools “read” websites and extract what they consider to be the most helpful, relevant information. That means clear, structured content and authority matter more than ever.

Even if your website looks great and ranks well on Google, it may not be understood or surfaced properly by AI, unless it’s optimized for machine interpretation.

For example, if ChatGPT is asked to recommend a “trusted cosmetic dentist in Dallas,” and your practice has well-structured service pages, schema markup, and authoritative blog content, you’re much more likely to be featured in the AI’s response. 

The Key to AI Visibility: Structured Data + High-Quality Content

To improve your AI visibility, your website needs two things:

  1. Structured Data (Schema Markup)
    Schema is code added behind the scenes that tells search engines and AI tools what your content means, not just what it says. For dental practices, useful schema types include:
    • LocalBusiness
    • Dentist
    • Service
    • FAQ
    • Review

This makes it easier for tools like ChatGPT to pull accurate, trusted information when users ask about services, hours, team members, or even dental procedures.

  1. Clear, Authoritative Content
    You don’t need hundreds of blog posts, but you do need helpful content written in natural language:
    • Detailed service pages (e.g., “Invisalign in Dallas” or “Root Canal Therapy for Nervous Patients”)
    • A strong “About” page with credentials and local ties
    • Blog posts that answer common patient questions
    • An FAQ page that uses real, conversational questions

How to Know If You’re On the Right Track

Here’s the good news: If you’re already investing in SEO and content marketing, you may be closer than you think. But now’s the time to double-check whether your site is built for both human and AI understanding.

Some questions to ask your marketing or web team:

  • Is schema markup installed and customized for our business type?
  • Do our service pages clearly describe what we offer and where?
  • Are our blogs answering common patient concerns and questions?
  • Is our NAP (name, address, phone) consistent across directories?

AI Search Isn’t the Future – It’s Already Here

Whether it’s a patient searching for a dentist or a recent dental graduate looking for an employer, people are increasingly relying on AI tools to filter out noise and get answers faster. If your website isn’t showing up in those answers, you could be missing out on new patients and new opportunities.

Taking a few extra steps now to optimize your content for both humans and machines will help ensure your practice remains visible, no matter how people choose to search.

Podcast Recap: Maximize Your Dental Practice Value With Effective Trust Strategies

In this episode of Beyond Bitewings, Ash sits down with estate planning attorney Antoinette Bone to explore a topic many dental practice owners delay far too long: creating a trust. With decades of legal experience, including time as a JAG in the Air Force, Antoinette has helped countless professionals protect their assets, businesses, and families through thoughtful estate planning, and she’s on a mission to help dentists understand why trust-based planning is essential.

Antoinette explains that while wills serve an important purpose, they don’t offer the flexibility, privacy, or control that trusts do, especially for practice owners. A well-structured trust can streamline the transition of ownership, provide for loved ones, and preserve the value of a dental practice long after the owner retires or passes away. For those with multiple practices or a desire to avoid probate, trust-based planning becomes even more critical.

She also highlights a key point many dentists overlook: estate planning isn’t just about death – it’s also about protecting your practice in the event of incapacity. If you’re sidelined by illness or injury, having the right legal tools, like durable powers of attorney, healthcare directives, and properly structured trusts, ensures someone you trust can manage your affairs and keep your business running.

Throughout the episode, Antoinette warns against taking shortcuts, such as using online legal forms or skipping the operating agreement when forming a business. Without proper planning and coordination between your estate plan and business structure, your assets, and your loved ones could be left vulnerable. She stresses that estate planning is deeply personal and should reflect both your family dynamics and your financial goals.

Perhaps most importantly, Antoinette reminds listeners that creating an estate plan is an act of love. It reduces the burden on your family during emotionally difficult times and helps avoid confusion or conflict. Whether you’re just starting your practice or planning to retire in the coming years, now is the time to put the right plans in place.

To learn more about Antoinette Bone and the resources she offers, visit abonelaw.com or check out her educational videos on YouTube at youtube.com/abonelaw. And for more expert insights on managing the business side of dentistry, be sure to subscribe to Beyond Bitewings.

Disaster-Proofing Your Dental Practice: Why Planning Ahead Protects More Than Property

The devastating flooding in central Texas has been a sobering reminder of how quickly disaster can strike. While nothing compares to the loss of life and community displacement, these events also bring major disruptions to small businesses, including dental practices. Offices can flood, equipment can be destroyed, and patient records can become inaccessible overnight.

While this post isn’t financial advice in the traditional sense, being prepared for a natural disaster is essential to protecting the financial health of your practice. Without a plan, your ability to reopen, pay staff, file insurance claims, and maintain patient trust could be severely compromised. And with peak hurricane season approaching, now is the time to revisit your plan or create one if you haven’t already.

According to a survey published in the Annals of Emergency Medicine, more than 65% of healthcare professionals reported having no prior disaster preparedness training. And while data specific to dental practices is scarce, the American Dental Association (ADA) stresses that far too many offices still lack comprehensive emergency plans. As accounting and financial advisors for dental practices, we’ve seen how unprepared practices face prolonged financial recovery while those with a solid plan bounce back faster and stronger.

Here’s what to know and what you can do now to safeguard your practice and its bottom line.

Why Disaster Planning Should Be Part of Your Financial Strategy

  • Cash Flow Can Vanish Overnight: A flood or fire can shut your practice down for weeks, even months. Without emergency reserves or business interruption insurance, paying staff, rent, or loan obligations can quickly become impossible.
  • Insurance Claims Take Time: Even with great coverage, claims processing doesn’t happen overnight. Having documentation, like inventory records, vendor contracts, and pre-disaster financial reports, on hand can speed things up and ensure full reimbursement.
  • Lost Data = Lost Revenue: If your practice management software or EHR system goes down without a backup, you risk losing billing info, treatment plans, and patient history. That’s not just an inconvenience; it’s a revenue and compliance risk.
  • Recovery Costs Add Up Quickly: Water remediation, equipment replacement, and temporary relocation costs can easily run into six figures. Planning ahead gives you options beyond emergency loans or dipping into retirement savings.

Practical Steps to Protect Your Practice

  • Review and Strengthen Your Emergency Plan: Make sure you have a written plan that covers evacuation procedures, patient communication, data recovery, and roles for each team member. If you don’t have one yet, the ADA has helpful guidance here.
  • Secure Your Data and Records: Use encrypted cloud backups for patient records, accounting files, and insurance documents. Keep physical copies of essentials off-site and review your backup strategy regularly.
  • Assess and Update Insurance Coverage: Ensure your policy includes business interruption, equipment replacement, and extra expense coverage. Talk to your broker about what’s covered and what’s not.
  • Build a Cash Reserve: Set aside 1-3 months of operating expenses in a dedicated account. This cushion can keep you afloat during unexpected closures.
  • Document Assets and Inventory: Keep an up-to-date record (with photos) of your equipment and furnishings. Store it securely, off site, with your financials so it’s ready in case of a claim.
  • Train Your Team: Emergency plans only work when your staff knows what to do. Hold regular drills, assign responsibilities, and include disaster response in new employee onboarding.

Preparation Builds Resilience

No one wants to think about disasters, especially in a profession built around care and connection. But ignoring the possibility puts your livelihood, your patients, and your financial future at risk. A well-prepared dental practice isn’t just safer, it’s more resilient, more trusted, and better positioned to recover when the unexpected happens.

At Edwards & Associates, we help dental professionals plan not just for growth, but for risk. From reviewing your cash reserves to managing your monthly bookkeeping to guiding you through business transitions, we’re here to support you. We can also connect you with vetted professionals who specialize in everything from emergency preparedness to IT and facilities planning. You don’t have to do it alone.

Economic Confidence May Be Down But Dental Practices Have Options

According to a recent article from ADA News, U.S. dentists’ economic confidence dropped significantly in the first quarter of 2025, the lowest since the pandemic. This insight, based on data from the Health Policy Institute’s Economic Outlook and Emerging Issues in Dentistry Poll, highlights concern over rising operational costs, stagnant insurance reimbursements, and a slowdown in patient volume. 

While it’s easy to feel discouraged by these trends, dental practices still have tools at their disposal to weather the storm and even come out stronger. At Edwards & Associates, we help practices in Texas and across the country take control of their financial future through proactive planning and tailored support.

Here’s how we’re helping dental practices respond to today’s challenges:

  • Strategic Tax Planning: With tax laws changing and margins shrinking, a reactive approach won’t cut it. We build customized, year-round tax strategies to reduce your liability and maximize after-tax income.
  • Outsourced Accounting That Does More Than Crunch Numbers: If you’re trying to run your practice and manage your books, you may be missing opportunities or exposing yourself to risk. Our outsourced accounting services go far beyond bookkeeping. We deliver clear, timely financial reporting, help you manage cash flow, identify profit leaks, and provide the insights you need to make confident decisions. For many dentists, outsourcing accounting is not just a convenience, it’s a strategic advantage.
  • Overhead Analysis: With costs rising, it’s essential to understand where your money is going. We help you uncover hidden inefficiencies and restructure expenses to preserve profitability.
  • Practice Valuation & Transition Guidance: Whether you’re looking to grow through acquisition or planning for retirement, understanding your practice’s value and options is critical. We’re here to help you navigate those decisions with clarity and foresight.
  • Financial Planning with the Long View: In uncertain times, it’s easy to get stuck in the day-to-day. Our comprehensive financial planning services help you look beyond the current dip, map out your long-term goals, and build a practice that supports them.

Yes, confidence may be down, but your control over your financial health doesn’t have to be. With the right systems, strategy, and support in place, your dental practice can stay resilient and even thrive.

Ready to stop guessing and start planning? Let’s talk.

Podcast Recap: How To Utilize AI Search Engine Optimization (GEO) As a Marketing Tool

Artificial intelligence (AI) is more than just a buzzword, it’s actively reshaping how dental practices market themselves, connect with patients, and compete in the digital space.

 In a recent episode of the Beyond Bitewings podcast, we sat down with Jennifer Christensen, co-founder and CMO of Beacon Media + Marketing, to talk about how AI is transforming the world of marketing and what dentists can do to stay ahead.

A New Era: From Information to Intelligence

Jennifer refers to this shift as moving from the “Information Age” to the “Age of Intelligence.” Patients no longer search the way they used to. Instead of typing a few keywords into Google, they’re asking full questions to AI-powered tools and expecting personalized, accurate answers.

That’s a big deal for dental practices that rely on being found online.

Why Traditional SEO Alone Won’t Cut It

According to Jennifer, SEO still matters, but the rules are changing. With the rise of AI-generated overviews and zero-click searches (where users get what they need without visiting a website), practices need to do more than just optimize for keywords. They need to create expert-level, personalized content that establishes credibility.

Her advice? Stop publishing generic blog posts. Instead, focus on:

  • Original content authored by dentists or team members
  • Clear bylines and bios to establish expertise
  • FAQs that address real patient concerns
  • Transparent pricing and treatment timelines where possible

The goal is to become the trusted voice AI platforms pull from when patients ask questions like “How much does Invisalign cost in Dallas?” or “What is holistic dentistry?”

AI Isn’t Just for Marketing

Jennifer also discussed how AI can help practices operate more efficiently behind the scenes. From streamlining patient communications to helping front desk staff manage appointments and follow-ups, AI tools can save time, reduce errors, and enhance the patient experience without replacing people.

The key is to use AI to augment what your team already does well.

Act Now, Not Later

Many large dental service organizations (DSOs) are already experimenting with AI, but small and mid-sized practices still have a window of opportunity to get ahead especially by niching down and being transparent. Those who wait risk falling behind in visibility and relevance.

Jennifer’s final message was one of hope: small businesses that understand AI and use it wisely have a chance to shape how it develops and can level the playing field with bigger competitors.

Want to learn more? Jennifer offers free 15-minute consults via LinkedIn or through Beacon Media + Marketing.

Why Your Team Is Your Most Valuable Asset

As a dental practice owner, you probably didn’t get into this line of work because you love HR. But if there’s one thing we’ve learned from working with hundreds of dental practices, it’s this: your people are just as important to your success as your patients – and your numbers.

You can’t deliver great care without a reliable, motivated, and engaged team behind you. And in today’s competitive labor market, retaining that team takes more than paychecks and PTO.

Here’s what the research says and what your practice can do about it.

According to talent expert Jeremy Wortman, employees leave when they feel unheard, undervalued, or disconnected from their workplace culture. It’s not just about money. It’s about meaning. That’s why building a talent-centric culture is no longer optional, it’s a strategic necessity.

Here are a few ways to start:

  • Clarify your vision and values. Just like your practice has clinical protocols, your workplace culture needs a clear foundation. What do you stand for? What kind of environment do you want to create?
  • Invest in your team. Whether it’s leadership development, team-building, or professional growth opportunities, supporting your staff beyond the daily tasks goes a long way.
  • Measure engagement. Annual surveys, regular check-ins, and “stay interviews” can help you spot problems before they become turnover.
  • Give feedback often. Employees want to know how they’re doing and where they can grow. Don’t wait for annual reviews; make feedback a part of your routine.
  • Create a workplace they won’t want to leave. People stay where they feel seen, supported, and aligned with the practice’s purpose. And when they stay, your patients benefit too.

It’s true, our expertise lies in accounting, tax, and financial strategy. But we’ve seen firsthand how practices thrive when they focus on the people side of the business, too. If you want to talk more about building a practice that performs, on paper and in person, reach out anytime.

What the New Federal Tax Law Means for Estate Planning

The recently passed federal budget bill, dubbed the “One Big Beautiful Bill,” includes major updates that will shape estate planning for years to come. Chief among them is a permanent increase in the federal estate and gift tax exemption, which rises to $15 million per person (or $30 million per married couple) starting in 2026.

For dental professionals building long-term wealth, this presents both opportunities and responsibilities. 

  • Larger Exemption = More Tax-Free Wealth Transfer: The new exemption threshold allows dentists and other high earners to transfer significantly more assets –whether during their lifetime or after death – without triggering federal estate or gift tax. This opens the door for more impactful gifting strategies, especially when funding trusts or assisting family members with practice ownership transitions.
  • Lifetime Gifting Just Got More Powerful: Making strategic gifts while alive is one of the most efficient ways to manage estate size. With the higher exemption, you can now gift larger amounts directly or through irrevocable trusts, helping secure generational wealth or support causes they care about.
  • Plan for the Long Game But Be Flexible: While the bill makes these changes “permanent,” nothing in tax law is truly set in stone. Future administrations or Congresses could lower exemption amounts or shift tax strategies. Building flexibility into your estate plan is key.
  • Dynasty and Multi-Generation Planning: The increase to the generation-skipping transfer (GST) exemption now aligns with the estate tax exemption, allowing high-net-worth families to build long-term legacy plans – such as dynasty trusts – without immediate tax hurdles.
  • Trusts Still Matter: The new law didn’t change how trusts are taxed, but it does prompt a good reason to revisit them. Some older trust structures may no longer be optimal, while others could be updated to better align with today’s limits and tomorrow’s goals.
  • Keep an Eye on State Laws and Income Taxes: While the federal exemptions are generous, your state may still impose estate taxes with much lower thresholds. And income tax strategies, including the use of non-grantor trusts, can help manage exposure on passive income or capitalize on deductions.
  • Now’s the Time to Review Your Plan: Life changes such as getting married, having children, investing in a practice, should prompt a fresh look at your estate plan. But with these new federal changes in place, it’s more important than ever to ensure your strategies match your goals and take full advantage of available tax relief.

What Should You Do Next?

Whether you’re a dentist nearing retirement, early in your practice, or preparing to pass the reins to the next generation, now is the right time to talk to us about your financial and tax strategies. We can help you take full advantage of these changes and ensure your plan is aligned with your values, your family’s future, and your practice’s legacy.