When a key staffer quits, there’s often a feeling that the office will be in crisis until you find a replacement. This leads to hurried recruitment. As a result, you may find yourself hiring the wrong employee, in turn adding new pressure on your entire staff’s effectiveness and numerous headaches!!
It’s obviously important to replace a key, well-performing employee—perhaps a nurse or an insurance/reimbursement specialist—quickly. But it is even more important to hire someone who will become at least as good as the person who quit. Though you should seek a long-term “superstar” employee everytime you recruit, it takes time and restraint to make that happen.
Although you may have to display some guts to resist hiring too fast, remember this: I have never seen a practice collapse because a medical office employee left.