Invest in your medical assistants and you’ll see the difference in your schedule, your quality scores, and your bottom line.
Workshops, one time trainings, or ongoing support. Just a quick form to start.
Small outpatient practices commonly run 25 to 35 percent annual MA turnover. One academic family medicine clinic measured 59 percent in a single year. For context, the national hospital turnover rate sits at 18.5 percent. MAs churn at roughly double the rate of the building they work in.
And when organizations report turnover getting worse, medical assistants are the role they name first. Among practices reporting higher turnover, medical assistants and front office staff were the most frequently cited turnover hotspots.
This is not a small practice problem. One clinic feels it as a hole in the schedule. A multi site group feels it as float coverage, overtime, quality scores slipping and a lead MA who is burning out training somebody new every quarter.
Or approximately 40 percent of the average annual salary of MAs. Updated for today’s wages, recruiting difficulty, vacancy coverage and lost productivity, a realistic estimate runs $20,000 to $40,000 per turnover event.
Run the math on your own numbers.
Now run it across ten sites. Or fifty. That is a line item nobody put in the budget, and it repeats every single year.
Ninety four percent of employees say they would stay longer at a company that invests in their career growth. Forty seven percent name limited career growth as a reason for leaving. Thirty seven percent of employees who quit did so because there was no path forward.
The research on medical assistants specifically says the same thing. Lack of career advancement opportunity contributes to MA turnover. And formal MA advancement opportunities are associated with improved quality of care, teamwork, employee satisfaction and intent to stay with the current employer.
Most MAs are not leaving because they hate the work. They are leaving because nobody ever told them there was anywhere to go.
You invest when you post the req. When you interview. When you onboard. When your lead MA loses six weeks training somebody new. When providers slow down because the room is not ready. When quality scores dip because nobody is closing care gaps. You are already spending the money. The only question is whether you spend it on the same seat twice.
Training is the cheaper side of that bill. A trained MA rooms faster, catches care gaps before the provider walks in, handles the hard patient without pulling a manager off the floor, and trains the next hire so leadership does not have to.
And people can tell the difference between an employer who uses them and an employer who builds them. That is the whole thing. That is what makes somebody stay.
The research on medical assistants specifically says the same thing. Lack of career advancement opportunity contributes to MA turnover. And formal MA advancement opportunities are associated with improved quality of care, teamwork, employee satisfaction and intent to stay with the current employer.
Most MAs are not leaving because they hate the work. They are leaving because nobody ever told them there was anywhere to go.
Chart prep and patient flow. Communication with providers. De-escalating an upset patient. Documentation that holds up. Value-based care and quality measures in plain language. Ownership and accountability. Professionalism. Confidence. Working as a team instead of a group of people in the same hallway.
Tell me where your team is struggling, or let the gap be identified for you. Then training is built around what your team actually needs.
Training can be delivered one site at a time or rolled out across a region. Choose a single workshop, a full training series, or ongoing retention support.
I spent 13 years as a medical assistant and 6 years leading healthcare operations inside large value based care organizations. I have opened clinics, hired MAs, trained MAs and been the leader staring at an open req.
As a practice manager I used this exact approach with my own team and kept my medical assistants for three years. In a role where the national average says most of them should have been gone twice over.
I did it by investing in them. Every one of them knew what they were good at, what they were working on and where they could go next. Nobody leaves a place like that.
I will build the same thing inside your practice or healthcare organization.
Please complete the form below so I can understand your team, your challenges and what you are trying to solve.
I review every submission personally and will be in contact within 24 hours to discuss how Her Purpose Co can support your practice or healthcare organization.
