S1 E5: The Hygiene Profitability Benchmark

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 → info@inspiredhygiene.com

👍 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