Rodericks Dental Partners Reviews

- Staff do not feel valued, and this is reflected in poor pay - Qualified nurses are expected to carry out Lead Nurse responsibilities without any additional pay - Trainee nurses receive very little support and are often expected to work independently after only two weeks - Decisions are frequently made by head office without understanding how individual practices operate - one size fits all mentality - Financial performance takes priority over staff wellbeing, patient care, and maintaining practices to an appropriate standard - Maintenance issues are often patched up rather than properly resolved - Staff welfare feels like one of the lowest priorities, with little consideration given to workload, morale, or wellbeing - Concerns about some clinicians are not always addressed adequately because retaining dentists is prioritised over resolving serious clinical issues - Patient care no longer feels like the main focus, with increasing emphasis on targets and income. - Since changes in senior leadership, the organisation has continued to decline. Senior leadership appears disconnected from the realities of running a busy dental practice and the challenges faced by frontline staff. - Toxic work culture - Managers just ‘disappear’ and then dual site or multi site managers are put in place which doesn’t work. Teams with nobody to go to and practices falling apart. Operations managers that think good staff just grow on trees

Staff turnover is exceptionally high, particularly among nursing teams, creating a constant cycle of recruitment and training. Due to poor pay, qualified nurses are difficult to retain, leaving dentists to undertake much of the training themselves. Dentist morale has declined significantly. Underutilised appointment books, inconsistent patient allocation, and pressure to accommodate long-lapsed patients have led many clinicians to reduce their working hours. Responsibilities previously managed effectively at practice level have been centralised, with poorer outcomes. Payroll issues affecting dentists remains a recurring problem. The company continues to invest in additional surgery space in practices that are not even operating at full capacity, raising questions about priorities. Practice managers expected to work without suitable office space, either at reception or in a cupboard. Support from operational leadership is inadequate, with communication and people-management skills completely lacking. Responsiveness to maintenance and H&S issues is poor, with concerns often subject to temporary fixes rather than lasting solutions. Although the organisation promotes values such as integrity and transparency, employees feel there is a significant gap between these stated values and their day-to-day experience.