Succession Planning Beyond Physicians and Providers: A Critical Strategy for Medical Group Success
Succession Planning Beyond Physicians and Providers: A Critical Strategy for Medical Group Success
When most people think of succession planning in healthcare, the first focus is typically on medical providers—physicians, nurse practitioners, and other clinical staff. While these roles are certainly pivotal, it’s just as important to include non-clinical staff in succession planning efforts. Administrative teams, support staff, and others play a crucial part in the smooth functioning of a practice. The turnover rate for non-clinical healthcare employees can be as high as 22%, according to the Bureau of Labor Statistics, leading to costly recruitment and training expenses. By developing a comprehensive succession plan that includes all staff members, healthcare organizations can address these challenges and maintain operational stability.
A strong succession planning strategy can have a significant impact on employee retention. According to a survey by the Society for Human Resource Management (SHRM), companies with effective succession plans experience a 33% higher retention rate compared to those without. This is particularly important in healthcare, where institutional knowledge and continuity of care are key to delivering quality patient outcomes. When non-clinical roles are filled by trained, knowledgeable individuals who are familiar with the practice’s culture and workflow, it directly enhances the patient experience and strengthens the organization’s ability to meet its goals.
Beyond simply filling gaps when staff members leave, succession planning enables healthcare organizations to identify and cultivate talent from within. By offering development opportunities and preparing employees for greater responsibilities, practices can ensure that critical roles are filled by individuals who are already aligned with the organization’s values, mission, and operational processes. Promoting from within fosters a sense of loyalty and reduces turnover, creating a more stable and engaged workforce. This is especially important in today’s competitive healthcare environment, where attracting and retaining top talent is increasingly challenging.
In an industry where change is constant and the need for seamless operations is paramount, having a succession plan that includes non-clinical staff is not just a nice-to-have—it’s an essential strategy for long-term success. A well-structured plan ensures that practices can adapt to challenges, deliver high-quality care, and continue to thrive, regardless of turnover or other disruptions.
In conclusion, while it’s essential to focus on succession planning for medical providers, organizations must not overlook the importance of planning for their non-clinical staff. By investing in the growth, development, and retention of all team members, healthcare practices can strengthen their operations, improve patient satisfaction, and position themselves for sustainable success in an increasingly dynamic healthcare landscape.
Denise Roberts
