Navigating the Reality of Unexpected Leave in a Small Medical Practice

If you’ve just spent months hiring for a critical role, only to find yourself facing an immediate leave of absence, the frustration is real. But so is the fact that you’ve already been operating without this position filled. For now, you’ll likely have to return to the same strategies you used to get by during the hiring process. It may not be ideal, but it’s familiar.

What Does That Mean in Practice?

1. You’ve Already Been Covering the Gap—And You’ll Have to Keep Doing It a Little Longer. Whether that means taking on extra duties yourself, shifting responsibilities among the team, or adjusting patient scheduling, you’ve already been making it work. This just extends that period.
2. Temporary Help Isn’t Always an Option for Clinical Roles. In a small practice, finding last-minute, fully licensed professionals who can seamlessly step in isn’t easy. If a temporary hire isn’t practical, you’ll need to lean on the staff you trust to help absorb the workload.
3. Cross-Training Sounds Good in Theory, But It Has Limits. While it might work for administrative roles, clinical responsibilities can’t always be shifted to someone else. A front desk employee can’t suddenly become a provider, and a nurse practitioner can’t delegate patient care to an unqualified team member.
4. There’s No Quick Fix, But Adjusting Workflows Might Help. Even though you’re already stretched thin, minor scheduling adjustments or a temporary reduction in non-urgent tasks may ease the burden while you wait for your new hire to return.
5. Your Team Has Already Proven They Can Handle a Vacancy. You’ve been through this already—whether it was delaying non-essential work, adjusting hours, or simply pushing through a tough stretch. The reality is, you’ll have to do it a little longer. But at least this time, there’s a definite end in sight.
6. This Time, You Know You Have the Right Person. The last time you were in this position, you were also dealing with the uncertainty of hiring—wondering if you’d find the right fit, if the person would work out, or if you’d have to start over. That uncertainty is gone. You’ve already done the hard work of hiring the right person. Now, it’s just about bridging the gap until they’re ready to step in fully.
7. Your Employee Handbook Can Help Set Expectations. This is also a good time to review your employee handbook. A well-written maternity leave policy that clearly outlines how to request time off, expectations for communication during leave, and most importantly, your reintegration process, helps set the tone. It also reinforces the importance of getting the employee back to work as soon as they are medically ready, reducing ambiguity and ensuring a smoother transition.

What if you still feel like your team is so tiny that staying the course will wreak havoc on the way your practice runs? Call us if you are a member, and we will help you navigate the issue.