As a medical practice owner, manager, or practitioner, you know that employee retention is critical to the success of your business. Losing valuable staff members can be a costly and time-consuming process, both in terms of recruiting and training new employees and the impact on your patients’ experience.

Before diving into strategies to retain employees at medical practices, it’s crucial to identify the challenges they face when keeping staff members. 

The healthcare industry is highly competitive, and medical professionals are in high demand. The high-stress work environment, lack of work-life balance, and complex administrative processes can also lead to employee burnout and turnover.

High-Stress Work Environment

Medical practices are known to be high-stress environments, where healthcare professionals work long hours and face numerous challenges every day. This can lead to employee burnout, a significant cause of turnover in the healthcare industry. Burnout can manifest in several ways, including exhaustion, cynicism, and a reduced sense of personal accomplishment. 

According to a study published in the Journal of General Internal Medicine, the average physician burnout rate is 42%.

To overcome this challenge, medical practices must prioritize employee wellness by offering resources such as counseling services, mental health days, and stress management workshops. 

Providing access to wellness programs and resources can help employees better manage their stress levels and maintain their mental and emotional health. 

Additionally, encouraging work-life balance, offering regular breaks, and providing support and recognition can help reduce employee burnout and increase retention rates.

Competitive Industry

The healthcare industry is highly competitive, with medical professionals in high demand. 

The shortage of healthcare professionals and the increasing demand for healthcare services can lead to high employee turnover rates. 

According to a survey by the American Medical Group Association, the median physician turnover rate was 6.4% in 2020.

To retain employees, medical practices must offer competitive compensation and benefits packages and opportunities for career advancement.

This includes salaries, bonuses, retirement plans, health insurance, and other benefits. 

Additionally, providing career development and advancement opportunities can help employees feel valued and supported.

Investing in employee training, mentorship programs, and tuition reimbursement can also help retain top talent by demonstrating a commitment to employee growth and development.

Shortages in Healthcare Staffing

The COVID-19 pandemic has highlighted the shortage of healthcare workers, making it challenging for medical practices to retain employees. 

The shortage of healthcare workers is due to various factors, including the aging workforce, lack of training and education programs, and the increasing demand for healthcare services.

To address this challenge, medical practices should create a positive work environment encouraging employee engagement and retention. 

This includes providing a supportive and collaborative work culture, offering opportunities for personal and professional growth, and recognizing and rewarding employee achievements. 

By creating a positive work environment, medical practices can attract and retain top talent, leading to better patient outcomes and overall success.

Lack of Work-Life Balance

Medical professionals often work long hours, making balancing their personal and professional lives challenging. 

This can lead to high levels of stress and burnout, resulting in employee turnover. 

To overcome this challenge, medical practices should offer flexible scheduling options and encourage employees to take time off for self-care and personal responsibilities.

Flexible scheduling options include telecommuting, part-time work, and flexible start and end times. Providing opportunities for work-life balance can help employees manage their stress levels and maintain their physical and emotional health. 

Additionally, offering paid time off and sick leave, and encouraging employees to take regular breaks and vacations, can also help reduce burnout and increase employee retention rates.

Complex Administrative Processes

Medical practices often have complex administrative processes, such as billing and insurance claims, which can be time-consuming and stressful for employees.

This can lead to frustration and burnout, resulting in high turnover rates. To overcome this challenge, medical practices should provide training and support to employees and invest in technology solutions that can streamline administrative processes.

Training and support can help employees manage administrative tasks and reduce stress levels. 

Investing in technology solutions such as electronic health records, billing software, and online scheduling systems can also help streamline administrative processes, reducing employee workload and increasing productivity.

 

Strategies for Developing an Effective Employee Retention Plan for Your Medical Practice

Below, we will share actionable tips and strategies to help you develop an effective employee retention plan for your medical practice, specifically focusing on soft skills for front and back-office administrative roles.

Offer Competitive Compensation and Benefits

The first step in retaining employees is to ensure that your compensation and benefits package is competitive within your industry and geographic area. This includes salaries and benefits such as health insurance, paid time off, retirement plans, and other perks.

According to a survey by the Society for Human Resource Management (SHRM), 61% of employees consider compensation and benefits significant to their job satisfaction. Furthermore, a study by Glassdoor found that 79% of employees would prefer new or additional benefits over a pay increase.

Therefore, it’s essential to research and benchmark your compensation and benefits against industry standards and your local market to ensure your offerings are competitive. You can use online tools such as PayScale or Glassdoor to compare salaries and benefits for specific roles in your area.

Invest in Employee Development and Training

Employees want to feel they are continuously learning and growing in their roles. Providing professional development and training opportunities can increase employee engagement and retention rates.

According to LinkedIn’s 2021 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career development. Additionally, a survey by ClearCompany found that 68% of employees consider training and development programs to be a company’s most important policy.

Regular training sessions, mentorship opportunities, and tuition reimbursement programs can keep your employees engaged and motivated to continue growing within your organization.

The American Society for Training and Development (ASTD) offers various resources and training programs for employee development. They also provide research and insights on best practices for employee development and training. 

Foster a Positive Work Environment

A positive work environment is crucial for employee retention. Creating a workplace culture that is supportive, collaborative, and respectful can help reduce stress and prevent burnout, which are the primary reasons for employee turnover in the healthcare industry.

According to a study by the Society for Human Resource Management (SHRM), 47% of employees cited a negative workplace culture as the reason for leaving their job.

You can foster a positive work environment by:

1. Encouraging Open Communication and Feedback

Encouraging open communication and feedback is essential in creating a positive work environment. Employees should feel comfortable sharing their thoughts, ideas, and concerns without fear of retribution. 

This can be achieved by establishing an open-door policy, where employees can communicate with their managers or supervisors anytime. 

Encouraging regular team meetings and one-on-one sessions can also foster a culture of open communication and feedback.

2. Recognizing and Rewarding Employees’ Achievements

Recognizing and rewarding employees for their achievements can go a long way in building a positive work environment. 

Employees who feel appreciated and valued are likelier to be engaged and motivated at work. This can be achieved by creating a system for regular feedback and recognition, such as weekly shoutouts or monthly awards. 

Offering bonuses or performance-based incentives can also reward employees for their contributions.

3. Providing Opportunities for Team-building and Social Events

Providing opportunities for team-building and social events can help create a positive work environment by fostering a sense of community and teamwork. 

This can be achieved by organizing team-building activities like group outings or volunteering events. Social events, such as holiday parties or office potlucks, can also help employees connect and build relationships with one another.

4. Offering Flexible Work Arrangements

Offering flexible work arrangements, such as telecommuting or flexible scheduling, can help create a positive work environment by promoting work-life balance and accommodating employees’ personal needs. 

This can be achieved by providing remote work options, allowing for flexible hours or job sharing. This can also help employees feel trusted and valued, leading to increased engagement and loyalty.

5. Providing a Comfortable and Safe Work Environment

Providing a comfortable and safe work environment is essential to creating a positive work environment. 

This includes ensuring that the physical environment is clean, well-maintained, and free from hazards. It also includes providing ergonomic workstations and adequate lighting. 

Employees should also have access to resources such as mental health support, safety training, and emergency procedures to ensure their well-being.

The Great Place to Work Institute offers resources and insights on creating a positive workplace culture, as well as recognition programs for companies that excel in this area. 

Hire for Cultural Fit

Hiring for cultural fit is critical to any successful employee retention plan. Hiring employees who share your organization’s values, goals, and work ethic can help reduce turnover rates and improve job satisfaction.

According to a study by Deloitte, 94% of executives and 88% of employees believe that a distinct workplace culture is vital to business success.

To hire for cultural fit, you can:

1. Clearly Define your Organization’s Values and Mission

Defining your organization’s values and mission is essential in hiring for cultural fit.

It helps you identify candidates who share the same values and beliefs and are more likely to align with your organization’s goals and work ethic. 

It is essential to clearly communicate your organization’s values and mission to candidates and employees to create a sense of purpose and direction.

2. Assess Candidates for Their Values and Work Style During the Hiring Process

Assessing candidates for their values and work style during the hiring process is an effective way to ensure cultural fit. 

This can be achieved by asking behavioral-based interview questions that assess the candidate’s values and how they align with your organization’s values. 

It’s essential to evaluate not only the candidate’s technical skills but also their interpersonal skills and work style to determine if they will fit well within your organization’s culture.

3. Include Current Employees in The Interview Process to Assess Cultural Fit

Including current employees in the interview process can help assess cultural fit. 

It allows employees to meet and interact with potential colleagues and evaluate their fit within the organization. 

Employees can also offer valuable insights into the company’s culture and how it operates, which can help identify candidates who align well with the culture.

4. Provide a Thorough Onboarding Process to Ensure New Employees Understand your Organization’s Culture and Values

Providing a thorough onboarding process is essential to ensure new employees understand your organization’s culture and values. 

Onboarding should include information about the company’s history, mission, and values, as well as an introduction to the company’s culture and work environment.

It’s also important to provide new employees with clear job expectations, responsibilities, and performance goals. By doing so, employees can better understand how their work contributes to the organization’s success.

The Society for Human Resource Management (SHRM) provides insights and resources on hiring for cultural fit, including research and best practices. 

Recognize and Reward Employee Achievements

Recognizing and rewarding employees for their achievements and contributions is crucial to building employee morale and job satisfaction. It can also help reduce employee turnover rates.

According to a survey by Achievers, 84% of employees consider recognition more important than monetary rewards, and 90% of employees who receive recognition are more likely to stay with their employer.

To effectively recognize and reward employee achievements, you can:

1. Create a System for Regular Feedback and Recognition

Creating a system for regular feedback and recognition, such as weekly shoutouts or monthly awards, can boost employee morale and engagement. 

Employees who receive positive feedback and recognition feel valued and appreciated, increasing job satisfaction and motivation.

It’s important to recognize not only individual achievements but also team accomplishments.

2. Offer Bonuses or Performance-based Incentives

Offering bonuses or performance-based incentives effectively recognizes and rewards employees for their hard work and contributions. 

These incentives can be tied to specific performance metrics or goals, such as hitting a certain number of patient appointments or maintaining high customer satisfaction. 

Performance-based incentives can motivate employees to work harder and achieve their goals, leading to improved performance and higher retention rates.

3. Provide Opportunities for Career Advancement or Promotions

Providing opportunities for career advancement or promotions is an excellent way to retain top talent and keep employees engaged. 

By offering a clear path for career growth, employees can see a future with the organization and feel motivated to work towards their goals. 

It’s important to communicate the requirements and expectations for career advancement and to provide training and development opportunities to support employees in achieving their goals.

4. Offer Non-monetary Rewards

Offering non-monetary rewards such as extra time off, flexible work arrangements, or special projects can also effectively recognize and reward employees. 

These rewards provide a sense of work-life balance and show that the organization values employees’ well-being and personal goals. 

Offering flexible work arrangements, such as telecommuting or flexible scheduling, can also improve employee morale and job satisfaction.

The Recognition Professionals International (RPI) offers resources and insights on employee recognition programs, including research and best practices. 

Communicate Clear Expectations

Clear communication is critical to retaining employees. Employees want to know what is expected of them and understand how their work contributes to the organization’s overall success.

According to a survey by Gallup, only 50% of employees understand what is expected of them at work, and only 22% strongly agree that their performance is managed in a way that motivates them to do outstanding work.

To effectively communicate expectations, you can:

1. Clearly Define Job Responsibilities and Performance Expectations

Employees need to know what is expected of them in their roles. Clearly defining job responsibilities and performance expectations can help employees understand their role within the organization and what is expected of them.

By clearly understanding their responsibilities, employees can feel more confident and motivated, improving their job satisfaction and retention rates.

2. Provide Regular Feedback and Performance Reviews

Regular feedback and performance reviews are essential to improving employee performance and retention rates. 

By giving employees feedback on their performance, they can understand their strengths and weaknesses and know how they are doing. 

Performance reviews can also be used to set future goals and create a career development roadmap.

3. Set Clear Goals and Expectations

Setting clear goals and expectations for individual employees and the team can help improve performance and retention rates. 

By having clear goals and expectations, employees can understand what they need to do to succeed in their roles and contribute to the organization’s success. 

When employees clearly understand the organization’s goals, they can feel more engaged and motivated in their roles, leading to improved retention rates.

4. Encourage Open Communication and Feedback

Encouraging open communication and employee feedback is critical to improving employee engagement and retention rates. Employees want to feel that their opinions are heard and valued. 

Encouraging open communication and feedback can lead to a more collaborative and supportive work environment. 

By listening to employees’ concerns and suggestions, medical practices can identify areas for improvement and make changes to improve employee satisfaction and retention rates.
Gallup provides research and insights on employee engagement and performance management, including best practices for setting clear expectations and providing regular feedback.

Offer Work-Life Balance

Work-life balance is essential to employee retention, especially in the healthcare industry, where long hours and high stress levels can lead to burnout and turnover.

According to a survey by SHRM, 42% of employees cite work-life balance as why they would consider leaving their job.

To offer work-life balance, you can:

• Provide flexible work arrangements, such as telecommuting or flexible scheduling
• Offer paid time off and sick leave
• Encourage employees to take breaks and prioritize self-care
• Provide resources and support for stress management and mental health

The National Alliance on Mental Illness (NAMI) provides resources and support for mental health, including stress management and work-life balance.

Emerging Retention Strategy: Partnering with Edge

As medical practices continue to evolve, new retention strategies are emerging to keep up with the changing needs of employees. 

One emerging trend is the use of remote employees, which can offer numerous benefits such as cost savings, access to a larger talent pool, and increased flexibility.

Edge, a provider of staffing and workforce management solutions focused on medical practices, is at the forefront of this trend. 

With a 97% employee retention rate, Edge has established itself as a leader in helping medical practices retain their employees through innovative staffing solutions.

By partnering with Edge, medical practices can access a diverse pool of talented remote employees highly skilled in front and back-office administrative roles. This helps practices meet their staffing needs and provides opportunities for employees to work in a flexible and supportive work environment.

Edge also provides comprehensive training and development programs to ensure that remote employees understand the values and culture of their partnering practices, leading to improved employee engagement and retention rates.

In addition to sourcing remote talent, Edge provides a complete HR ecosystem to help medical practices manage their remote teams. 

This includes payroll and global compliance, equipment, infrastructure, 24/7 IT support, and training.

This helps to ensure that remote workers are seamlessly integrated into the practice’s workflow and culture and can deliver high-quality work.

By partnering with Edge, medical practices can streamline their hiring processes, reduce costs, and access top talent from around the world. With expertise in remote staffing and a proven track record of employee retention, Edge can help practices thrive in today’s rapidly changing healthcare landscape.

Conclusion

Creating an effective employee retention plan for your medical practice requires a combination of strategies, including competitive compensation and benefits, employee development and training, a positive work environment, hiring for cultural fit, recognizing and rewarding employee achievements, clear communication, and offering work-life balance.

By implementing these strategies, you can improve employee engagement, reduce turnover rates, and create a culture of retention and loyalty within your organization.

At Edge, we understand the unique challenges facing medical practices regarding staffing and workforce management which is why we’re a leading choice for practices looking to find high-quality, retainable employees.