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The two main products used for teeth whitening are hydrogen peroxide and carbamide peroxide. Unlike a whitening toothpaste that uses an abrasive ingredient to mechanically remove surface-level stains, the oxygen molecules within these whitening agents weaken your tooth stains on a molecular level.

Many over-the-counter (OTC) whitening strips, kits and pens also use a form of peroxide. The difference between these and professional teeth whitening is the chemical concentration.

“In the office, we use a very high percentage of hydrogen peroxide because we have the capability to isolate the teeth,” says Joseph Michael Brofsky, head of pediatric dentistry at Cohen Children’s Medical Center of New York. “We use a special rubber dam to protect the patient’s gums because if peroxide gets onto the gums, it would burn them.”

Like at-home whitening products, there are a variety of professional teeth whitening methods. In-office professional whitening is a quicker, albeit more costly way to lighten up your pearly whites. Meanwhile, custom take-home trays fall somewhere between in-office professional whitening and an OTC whitener in terms of treatment time and cost.

In-Office Whitening

In-office professional whitening treatments are typically completed in several short appointments but will depend on your unique needs. A whitening agent is left on for 15- to 30-minute increments, and the entire appointment should take no longer than an hour and a half.

There are a few types of in-office whitening treatments:

• A high concentration hydrogen peroxide gel, which is applied by a syringe.
• A hydrogen peroxide combined with a high-intensity light, like LED, UV or halogen. The light is applied by a lamp or laser device that sits directly outside of your mouth.

Halogen light and laser light increased teeth lightness more than hydrogen peroxide alone, according to a 2016 study in the Journal of Conservative Dentistry. After three weeks, study participants in the halogen and laser light groups still had the white teeth color achieved during treatment while the non-light group had “shade rebound” after just two weeks—initially brightened teeth became darker.

However, some studies show no benefit from using a light tool such as a laser or lamp over a whitening gel alone.

Aside from effectiveness, is light exposure safe for your smile? A 2020 study in Materials found that tooth cells recovered well after LED light-accelerated technology, concluding that most side effects are “temporary and transient.”

What to Expect at an In-Office Teeth Whitening Appointment

In-office whitening typically involves several steps:

• Your dentist will use a tooth shade chart to determine the current shade of your teeth. You’ll discuss how many shades lighter your smile may become after whitening.
• Your dentist will then use a pumice tool to polish your tooth and remove any remaining plaque.
• To ensure the whitening agent doesn’t touch any fleshy parts of your mouth like your gums, cheeks or tongue, your dentist will use tools to keep your mouth open. A barrier is placed along the gum line.
• Your dentist then applies the whitening agent and leaves it on for up to an hour. This is also when your dentist would use light activation if that’s part of your treatment.
• If the specific whitening agent requires additional coats, your dentist will reapply it.
• Once the whitening process is complete, your mouth is rinsed. Your dentist may apply fluoride, which will help mitigate any potential sensitivity.
• You and your dentist discuss if your teeth have reached the desired shade and the lifestyle habits you’ll need to practice for the next day or so to let the whitening agent sink in. These include not eating brightly colored foods and resisting coffee and red wine. Immediately after whitening, your teeth are dehydrated, making them extra susceptible to liquid and food stains.

Even if you stick to your dentist’s recommended regimen of resisting bright foods, coffee and wine, your teeth may appear a bit darker a few days after whitening. But don’t be discouraged. The dehydration caused by teeth-whitening makes them look immediately bright right after your procedure. After a week, if your teeth are not at your preferred shade, speak with your dentist about whether or not there’s potential for them to become lighter with at-home products or more in-office visits.

Take-Home Trays

While in-office whitening is fast, custom take-home trays require some diligence on the part of the patient. They may be your only treatment or a follow-up treatment to in-office whitening if your dentist believes your smile is prone to getting new stains again soon.

With a professional take-home-tray, your dentist will make an impression of your teeth for a custom-fabricated tray. Because this tray will fit perfectly to the shape of your mouth, it will typically provide you more comprehensive whitening results than OTC trays. Instead of a hydrogen peroxide-based gel, you’ll most likely get a carbamide peroxide-based gel to place in the tray and use at home. Even though it doesn’t whiten as quickly as a hydrogen peroxide-based gel, you’re less likely to experience sensitivity if you accidentally get it on your gums, cheek or tongue.

The concentration of the gel your dentist gives you for your custom-fit trays ranges from 10% to 38% carbamide peroxide, according to the American Dental Association. Your duration of treatment will also vary, from wearing your tray from two to 10 hours a day, and for up to 28 days. Over-the-counter trays come with a similar percentage of carbamide. The difference in quality is in regards to fit. A custom tray will fit directly around your teeth, giving little room for the gel to slip up to your gums or miss whitening hard-to-reach crevices.

Professional employer organizations (PEOs) are third-party companies that provide outsourced payroll and human resources (HR) support.

Business owners and executives might hire PEOs if they’re short on time or have too many employees to keep track of by themselves. Indeed, it’s a more accessible and cost-effective option than hiring in-house professionals, but there are downsides. You must have a solid budget and an open mind when working with an external organization.

Let’s take a closer look at what a PEO is, what its strengths and weaknesses are and who it’s best for.

Jump to:

What is a PEO?

As mentioned above, professional employer organizations are essentially contractors, and they cover your payroll and human resource needs. For example, a PEO can file your taxes, issue paychecks and answer employee benefits questions.

Think of a PEO as an a la carte, prepackaged human resources department. You can purchase their services as needed and stick with them until you put an internal HR team together. They’re ready to go with staff, software and expertise, so you can confidently hand over your payroll and HR operations — all for convenience and peace of mind.

PEO example

There are many PEOs out there. Some target specifically small businesses, yet others provide services to any size entity. A few of the top PEOs include Papaya Global, Paychex and TriNet, which we cover in our list of favorite PEOs.

However, our number one choice is ADP TotalSource. It serves businesses with five to 250 employees, and some of its main offerings include:

• Payroll and tax services.
• Workers’ comp and claims management.
• HR expertise.
• Benefits plans.
• Hiring support and employee retention.

These kinds of services are fairly standard for PEOs with some variance based on specialty or unique capabilities, but it’s also important to peruse user reviews to get a sense of how satisfied a service’s customers are and what level of quality you can expect.

What are the benefits of a PEO?

The overarching appeal of professional employer organizations (PEOs) is their money- and time-saving value. For instance, small-business owners usually employ a PEO in lieu of hiring elaborate administrative teams.

But there are other perks too:

• Improved employee morale: Staffers suffer when there is inadequate administrative support. A PEO can ensure a high standard of help is always available, improving morale.
• Access to experts: PEOs have teams of experts in HR, benefits and compliance. This expertise enables small businesses to make sound decisions.
• Flexibility: PEOs offer tailored solutions with various plans and services. This approach can fit any budget or need.
• Scalability: PEOs can help small businesses scale up or down as needed. You don’t need to hire more people to support a growing workforce. Conversely, letting go of PEO support when money’s tight is an option if you need it and aren’t locked in a contract.

For many businesses, PEOs pay for themselves. After all, they’re typically cheaper than hiring in-house professionals from scratch. Plus, their specialized knowledge helps you avoid costly issues like a missed tax deadline or compliance problems.

What are the downsides of a PEO?

Nothing’s perfect in life, and PEOs are no different.

First, you’ll need enough staff members to justify contracting a PEO. A dozen or more employees is a good rule of thumb, but this can vary. Any fewer and it’s likely easier to keep things informal and in-house — most likely in a bare-bones arrangement.

You’ll also need a proper budget. Undoubtedly, a PEO is out of the question if you’re scraping by or are waiting to see if revenue picks up. PEOs save money only when compared to hiring in-house professionals. They’re still a pricey proposition, though.

There are other downsides to consider:

• Loss of control: PEOs take over many of the HR functions that small-business owners typically handle themselves, such as payroll, benefits administration and other HR tasks. This can feel like a loss of autonomy for some folks.
• Lack of flexibility: PEOs typically offer more general services, which may only fit some businesses well. If a company has highly specialized HR needs, such as international payroll operations, finding a PEO that can accommodate all its particular needs may be difficult.
• Reduced privacy: When a business outsources its HR functions to a PEO, it’s sharing confidential employee information with that company. This disclosure can feel concerning to privacy-conscious people.
• Reduced control over employee relations: When a PEO manages a business’s HR functions, you’ll have less control over employee relations issues. This loss of oversight is troubling if you want strong authority over hiring, firing and discipline.

PEOs can be a good option for some small businesses, but they are not without their issues. You’ll need flexibility, an open mind and a comfortable budget to overcome these downsides. And it’s okay if you’re not quite at the right stage for a PEO — there are plenty of excellent payroll software out there to help you in the meantime.

Why would a company use a PEO?

Usually, smaller businesses still trying to find their footing employ a PEO. This situation includes entities with uncertain futures, newly launched ventures and those not yet able to afford large in-house administrative teams.

Here are some situations that make a PEO a good idea:

• Healthy budget and cash flow: PEOs can save money over in-house teams, but they are still pricey. If you have money to spend, these external organizations can provide excellent value and time-savings.
• Growing workforce: More employees means a greater need for administrative workers. A PEO can quickly solve this support gap if you’d rather not take on more human resources staff.
• Highly regulated industry: If your business falls under strict governmental oversight, then a PEO can keep things in check. For example, an at-home nursing business can focus on obligatory HIPAA training instead of attending human resources conventions.
• Uncertain outlook: If your business is turbulent, a PEO can vanish or return much easier than in-house employees. You won’t have to lay off administrative staff, for one consideration.
• Complex tax obligations: Most people don’t like doing taxes. If this describes you, a PEO can take these pesky duties off your plate. This relief is precious if you have a complicated tax situation, like employees in many states.

Overall, a PEO is geared toward growth. Small businesses use these organizations to keep their focus on their core business rather than bothering with administrative tasks.

Real-life examples

A young startup company is a good example of a business well-suited for a PEO. Startups often don’t have the resources to hire a full-time HR department. They’re also unsure of their future, and avoiding layoffs is ideal. This theme of uncertainty makes a PEO a quick, straightforward solution to handle administrative tasks.

Another example of a small business that might use a PEO is a business with seasonal staffing fluctuations. As you shrink operations, you can easily downsize PEO services and vice versa. On the other hand, you would have to conduct difficult layoffs if you had an in-house team.

When shouldn’t a company use a PEO?

A business’s financial situation and workforce size are two top factors when considering a PEO. You must have enough money and staff to justify a PEO. On the other hand, if you’re a mature business that’s flush with cash, hiring an in-house team may better suit you.

A PEO is not right for you if your business:

• Employs a very small number of people: PEOs typically require a minimum number of employees to be cost-effective.
• Has a specific set of HR needs that a PEO cannot meet: PEOs typically offer a standard set of HR services and may not be able to meet the specific needs of a company with unique HR requirements.
• Is unwilling to provide up some control over its HR functions: When a company uses a PEO, it is outsourcing its HR function to the PEO. As a result, the company will no longer have complete control over its HR policies and procedures.
• Keeps a tight budget: PEOs typically charge a monthly fee based on the number of employees the company has. These fees can be expensive, so businesses must ensure the benefits outweigh the costs.
• Is risk-averse: Using a PEO means trusting them with two sensitive and critical departments — payroll and human resources. If the PEO underperforms or fumbles along the way, your business will suffer. You must feel comfortable with this risk.

If you already have an in-house administrative team, a PEO may cause friction. Your team may worry they’ll get laid off or have less authority over personnel matters. Luckily, most PEOs offer customized services. This tailored approach means you can retain in-house staff and use third-party help with extra tasks as a way to share responsibilities.

Key takeaways

Professional employee organizations provide human resources and payroll support on a contracted basis. This third-party arrangement makes it easy, quick, and cost-effective for businesses to employ.

Yet, only some entities are suitable candidates. You’ll need a healthy budget and a growing workforce to justify the expense. Plus, you must be open-minded to listen to a PEO’s recommendations and decisions.

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Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations)

There came a point earlier in my professional life when I felt wholly disconnected from and disillusioned with my work. Despite my best efforts, I continually felt overburdened by the demands of my job and didn't feel like I was having a significant influence. I was close to burnout and realized that something had to happen if I wanted to continue to be driven and interested at work.

I decided to start using a few techniques to organize my workload, stay in touch with co-workers and find purpose in my work to recover control over my career and stay involved without burning out. I was able to rediscover a feeling of purpose and meaning in my work by concentrating on the tasks that mattered most and developing strong bonds with my co-workers.

In my own consulting and academic work, I have discovered that my experience was not all that unique. Young workers are more likely to experience burnout and disengagement in the fast-paced workplace of today. A recent study found that over 50% of Gen-Z and younger Millennials are facing burnout, and professionals under the age of 35 also report feeling little kinship with their peers, which can compound feelings of isolation and disengagement.

So what can young Millennial and Gen-Z professionals in leadership do to take back control of their jobs and maintain engagement without becoming burned out?

Selectively Overdeliver

Selectively overdelivering is one tactic I have found to be helpful. This entails identifying and giving priority to the tasks that are most important to your organization. Clarify which objectives are crucial for the team and the organization and choose a personal objective in which you can succeed (matching your interests, skills and the priorities of the business). You can make a significant contribution while avoiding the burnout that might result from trying to do everything at once by concentrating on tasks that are in line with your strengths and the organization's goals.

Let's look at a scenario where you are an early-career team lead working in marketing for a software company. While your team is working on a number of initiatives, upper management has singled out one new project as crucial to the success of the business. Determine which goals are most important by talking with upper management, then choose a personal goal that you and your team can excel at. In addition to honing your leadership style and approach to the new project, you can also help your team members stretch themselves and develop their own leadership competencies by taking ownership of certain aspects of the project and concentrating on a particular area that matches their abilities.

Receive Subtle Recognition

Finding subtle methods to be acknowledged is another technique to keep people motivated and involved. Even if you are clear on your priorities and goals, it is easy for you and your team members to get disengaged and demotivated at work when your efforts go unappreciated. Asking a client to include upper management in a stream of emails praising your or your team members' work can go a long way in garnering recognition and support from senior officials. This will also help you proactively foster an appreciation-oriented team culture.

Here are a few additional ideas:

• Ask upper management for input: Asking for regular feedback from upper management can enhance your understanding of your strengths and areas for improvement, as well as letting your manager know the influence you're having on your team.

• Discuss accomplishments with your team: Share information with your colleagues in a team meeting or in a group chat when you've completed a project successfully or received favorable feedback from a client.

• Don't be scared to speak out: If you finish a particularly difficult project, mention it to upper management so you can be acknowledged in some form (e.g., through an email to the entire company or a mention in a team meeting).

Maintain Relationships With Co-workers

Establishing and maintaining connections is essential for preventing burnout and disengagement, especially for leaders who are early in their careers. Form relationships with co-workers who inspire you, who can help you learn and grow, who share your values or interests or who can teach you something new. By developing a diversified network of co-workers who can offer helpful advice and encouragement throughout your career, you can foster a sense of community and support that will help keep you interested and motivated.

Here are a few additional ideas:

• Attend team events: Going to team events can help you develop relationships with your co-workers outside of the office, such as happy hours or team-building exercises. These gatherings can be fantastic opportunities to develop relationships based on common interests and ideals.

• Plan frequent check-ins: Plan frequent check-ins with your co-workers to maintain contact and make sure you're all on the same page. This could be setting up a weekly meeting to go over a project or just dropping by to see how they're doing. You can establish rapport and trust with co-workers by maintaining this connection.

• Benefit from technology: If you work remotely or have co-workers in different places, technology can be a terrific way to stay in touch. To stay in touch with your team throughout the day, schedule a virtual coffee date with a co-worker or use a messaging app.

Conclusion

Now, more than ever, young professional leaders must figure out how to stay motivated and involved at work. Early-career professional leaders can prevent burnout and disengagement and create a supportive work environment that promotes growth, learning and engagement by selectively overdelivering, coming up with subtle ways to be recognized and maintaining relationships with co-workers. Young professional leaders can take charge of their careers and find success and fulfillment in their work by making these methods a top priority.

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