Let’s be honest. The past few years have tested every healthcare practice. Staff shortages, sudden resignations, and emotional burnout have turned what used to be routine into a daily juggling act. Receptionists quit unexpectedly. Medical assistants left for less stressful industries. Even administrative staff struggled to keep up. And just as everyone adapted, a new question surfaced: Can we actually keep our team stable moving forward?
According to a recent MGMA Stat poll, the answer might be cautiously optimistic.
About 70% of medical practices said their turnover rate in 2025 was either the same or lower compared to the previous year. This is a big deal. It means that with the right strategies, it’s not only possible to stabilize a practice, but also to create a workplace people want to stay in.
But this doesn't mean the issue is solved. It means we’ve found some traction. So now the question becomes: how do we keep that going through 2026 and beyond?
Let’s break down what’s actually helping, what still needs work, and where Healthcare Virtual Assistants from GMVA can make a measurable impact.
Turnover in a medical practice isn’t just an HR problem. It affects everything — from patient care to practice profitability.
When staff leave, operations slow down. Patients wait longer. Phone calls get missed. Billing gets delayed. And morale takes a hit, especially for the team members who stay behind and pick up the extra load.
While turnover is challenging across the board, some positions are particularly tough to fill — and medical assistants (MAs) top the list.
According to a May 6, 2025, MGMA Stat poll, nearly half (47%) of practice leaders said MAs are the hardest role to recruit. That’s nearly triple the percentage for nurses (15%) and even higher than other critical roles like billers (10%) and coders (9%). These numbers underscore just how competitive the labor market has become for MAs and similar front-office positions.
Why is this role so challenging to fill? It’s a combination of factors:
High stress and low pay: MAs juggle demanding patient-facing responsibilities while often earning less than other clinical staff.
Limited growth opportunities: Many MAs leave for roles in hospitals or other health systems that offer better pay and clearer career paths.
Long hours and high workloads: Practices often rely on MAs to bridge clinical and administrative tasks — a workload that can quickly lead to burnout.
Intense competition: Hospitals and health systems often have deeper pockets, offering higher wages, bonuses, and sign-on incentives that private practices can’t match.
The labor market challenges are compounded by projected growth rates. According to the Bureau of Labor Statistics, MA roles are expected to grow 15% between 2023 and 2033, much faster than the average for all occupations. That’s about 119,800 job openings each year — a staggering demand that keeps the competition fierce.
What’s more, 43% of practices had to hire alternative staff to fill MA vacancies in 2024 — a clear sign of how disruptive these shortages have become. Practices that can’t compete on pay alone often look to other solutions, like:
Hiring less experienced staff and providing internal training
Cross-training staff to cover multiple roles (e.g., MA/Front Desk Coordinator)
Exploring automation or AI for routine tasks, freeing up MAs for more meaningful work
Even with these strategies, turnover among MAs remains a persistent challenge. Practices that want to get ahead of this trend need to rethink their staffing models — not just to fill seats but to create an environment where staff feel valued, supported, and motivated to stay.
There’s no one-size-fits-all solution, but the practices that have seen a decline in turnover seem to have a few strategies in common:
The last point is where Healthcare Virtual Assistants come in. Because when staff are overworked or stuck doing non-clinical tasks, their satisfaction drops fast. But when practices bring in remote, professional help to handle repetitive admin work, in-house teams feel supported rather than overwhelmed.
Even with some improvement, 29% of practices still saw an increase in turnover in 2025. This tells us that while the storm may be calming, the root causes haven’t been fully addressed.
Here’s what will continue to challenge practices in 2026:
To build sustainable teams, practices need help. Not just more staff, but the right kind of support that lifts the burden without inflating costs.
At GMVA, we specialize in providing remote administrative support to healthcare practices of all sizes. Our Healthcare Virtual Assistants are trained to handle the exact tasks that often overwhelm in-house staff, like:
The impact goes far beyond just task completion. Practices that use Healthcare Virtual Assistants notice something else: less stress and better retention among in-house staff.
By giving your team the space to do the work they actually enjoy and are trained for, you reduce the risk of burnout. You also create a culture where people feel supported instead of constantly scrambling to stay afloat.
Many of the practices we work with came to us after losing team members or struggling to fill positions. They needed fast, reliable help that didn’t cost more than their budget could handle.
Here’s what typically happens within the first few months of bringing on a GMVA Healthcare Virtual Assistant:
This isn’t outsourcing, it's insourcing with strategic staffing support that’s flexible, scalable, and aligned with your practice’s goals.
Yes. But not by accident.
Stabilizing your team requires intention. It means listening to what your staff actually need. It means removing the weight of non-essential tasks. And it means choosing tools and support systems that make people’s lives easier, not harder.
The practices that will thrive in 2026 won’t necessarily be the biggest or the flashiest. They’ll be the ones that adapt well, invest wisely, and build environments where people want to stay.
At GMVA, we believe in that future. We’re already helping practices get there every day.
Turnover in healthcare is complex. But it’s not untouchable. With the right balance of in-house care and remote support, medical practices can stop the constant cycle of hiring, training, and losing staff.
If your team is stretched, your front desk is overwhelmed, or your patient satisfaction is dipping, it might be time to rethink how you staff your practice.
Let’s talk about what a Healthcare Virtual Assistant can do for you.
Because turnover doesn’t have to be your norm. Stability is possible. And it can start today.