Retaining Employees During a Recession

New Strategy for Retaining Employees During a Recession

The healthcare industry is not immune to the effects of an economic recession. These challenging times often impose financial constraints on medical practices, leading to downsizing and staff turnover. Moreover, healthcare professionals have been experiencing burnout, causing an increase in those leaving the bedside [1].

In the face of an economic downturn, practice leaders must retain and maximize their staff members so that their practice remains robust and sustainable. To accomplish this balance, here are key strategies that practice leaders can apply:

1. Enhancing Communication and Transparency

In a time as uncertain as a recession, clear and open communication is critical, so practice leaders must prioritize maintaining transparent channels of communication with their staff. To foster a sense of trust and understanding within the organization, leaders should provide regular updates on the organization’s financial state, including any cost-cutting measures. By keeping employees well-informed about the challenges the practice is facing, it will encourage empathy and support, ultimately aiding in the retention of staff.

2. Implementing Employee Recognition Programs

During trying economic times, practice leaders must acknowledge the dedication and tireless efforts of their staff. This recognition plays a vital role in preserving employee morale while also enhancing engagement and job satisfaction. Medical practices can introduce programs that acknowledge outstanding performance, provide opportunities for professional development, or offer incentives and rewards for employees who consistently exceed expectations. By creating a culture of appreciation, practice leaders can inspire loyalty and decrease employee turnover.

3. Prioritizing Work-Life Balance

In recent years, many healthcare professionals who have chosen to pursue alternative career paths have cited burnout as the primary reason for leaving direct patient care. For this reason, practice leaders must promote the well-being of their team members by placing a strong emphasis on work-life balance [2]. Leaders can achieve this by offering sustainable workloads and encouraging staff to establish work and personal life boundaries. By doing so, leaders can keep their teams from feeling burned out, creating a sense of support that makes them loyal to the practice they work for.

4. Investing in Staff Development

Another way of retaining staff during an economic recession is by providing professional growth opportunities. Practice leaders can offer training, workshops, and conferences to upskill their team members and improve their knowledge, ultimately fostering a skilled workforce capable of adapting to changing circumstances and delivering exceptional care. Such investment increases job satisfaction and enables exceptional teams to contribute strategies that help the practice thrive during a crisis.

5. Offering Competitive Compensation & Benefits

Medical practices often grapple with limited resources during a recession, making it difficult to offer salary increases to their teams. Fortunately, there are alternative means to enhance employee compensation and benefits, such as giving out bonuses based on performance, profit-sharing plans, and additional paid leaves. In addition, practice leaders can arrange discounts on healthcare services for their employees and their families, helping alleviate the financial burden of medical-related expenses.

6. Implementing Retention Bonuses & Incentives

To counter the allure of job opportunities elsewhere, practice leaders can consider implementing retention bonuses and incentives. These can be structured to reward employees for their loyalty and commitment. Practice leaders can offer loyalty bonuses to team members who have been with the organization for years or tie incentives to specific milestones or achievements. Such initiatives demonstrate that the organization values its employees and is willing to invest in their long-term success.

7. Integrating New Staffing Solutions

Apart from the strategies mentioned above, medical practices can also leverage the potential of integrating remote staffing to retain employees during an economic recession. Remote staffing alternatives such as virtual medical assistants allow practice leaders to hire professionals who work remotely, contributing to the organization’s operations without being physically present at the practice. With an extra set of hands on board, practice leaders can delegate administrative tasks, reducing the likelihood of providers and in-person teams experiencing burnout. Moreover, remote staffing comes with several benefits, including:

Expanding Talent Pool

Integrating remote staffing expands the talent pool from which medical practices can hire. It enables access to a wider range of professionals, including highly qualified individuals who prefer to work from home. By tapping into this diverse talent pool, medical practices can attract skilled virtual talent and retain their number of team members.


Remote staffing can be a cost-effective solution for medical practices facing financial constraints. It eliminates the need for additional office space, equipment, and utilities necessary to employ traditional in-person staff. By integrating remote workers, practice leaders can reduce overhead costs, allocate resources more efficiently, and keep indispensable job roles filled.

Improved Employee Satisfaction

During tough economic times, individuals prioritize practicality in all aspects of their lives, including their work environment. Opting for remote staffing can provide practice leaders the advantage of having team members who are already working in their ideal setup. When practices opt for virtual staffing solutions, there’s a lesser likelihood of having team members who want to look for “more practical” job opportunities.

Retaining staff during an economic recession is a critical challenge for medical practices. However, practice leaders can foster a positive work environment and increase staff loyalty by playing their cards right and putting the right strategies in place. In addition, integrating remote staffing can further support staff retention efforts as it enables more task delegation, leading to enhanced job satisfaction and decreased chances of burnout among providers and team members.

What Makes a Good Virtual Medical Assistant?

The qualities that define an excellent virtual medical assistant extend beyond technical proficiency and encompass a combination of key attributes, including:


Like any other team player, professionalism is essential for a virtual medical assistant. They must demonstrate high integrity, adhere to ethical standards, and maintain confidentiality of patient information. Professionalism also entails punctuality, reliability, and a commitment to continuous learning and self-improvement.


The healthcare industry is constantly evolving, and virtual medical assistants must be capable of swiftly navigating and utilizing various telehealth platforms, electronic health records (EHRs), and other digital tools. Their ability to adapt to rapidly changing technologies and workflows ensures seamless integration into virtual medical practices.


Virtual medical assistants can fill job roles that require interacting with patients. For this reason, they must be able to understand and empathize with patients’ concerns, even without physical presence. By actively listening and displaying compassion, they can establish rapport and build trust, fostering a supportive virtual healthcare environment.

Effective Communication Skills

The productivity of a medical practice depends on how effectively its team members communicate with one another. Virtual medical assistants must possess excellent verbal and written communication abilities to work effectively. Clear and concise communication ensures the accurate transmission of information, reducing the risk of misunderstandings and errors.

Strong Organization & Multitasking Skills

Remote team members can cover a range of tasks and job roles; that’s why strong organization and multitasking skills make a good virtual medical assistant. They must manage appointments, coordinate telehealth visits, and ensure updated patient records. Attention to detail and the ability to prioritize tasks efficiently are crucial in maintaining smooth operations within the practice.

By embodying these qualities, virtual medical assistants contribute significantly to the success of virtual medical practices, supporting healthcare professionals in delivering optimal care to patients in the virtual realm.

My Mountain Mover is the premier provider of virtual medical assistants for medical practices seeking top remote staffing solutions. Our rigorous screening process ensures only the top 2% of talent, while our dedicated placements team matches clients with the best virtual medical assistant based on their specific needs and preferences.

Book a 10-minute discovery call today to learn more.



[1] “A global overview of healthcare workers’ turnover intention amid COVID-19 pandemic: a systematic review with future directions”

[2] “The Connection Between Work-Life Balance and Employee Retention”