Finding the Right Team Is Getting Harder and What Employers Are Doing About It

Earlier this year, we had the chance to speak with employers and practice leaders across the country as part of a study we conducted in January 2025. These weren’t formal interviews—they were real conversations. We asked questions, we listened, and we paid close attention to what’s actually happening on the ground in today’s workforce. One thing came up again and again:

Hiring and keeping good people isn’t as easy as it used to be.

It wasn’t said with frustration—it was said with honesty. Almost everyone we spoke to shared how much the hiring landscape has shifted. From front desk teams and medical assistants to billing, coordinators, and leadership, the challenge is the same. What used to work isn’t working anymore. And figuring out what does work feels like a whole new job in itself.

But here’s the encouraging part. These conversations weren’t just about problems. They were full of ideas, learning, and resilience. Employers are adjusting. Teams are rethinking how they work. And many are finding that, with the right mindset, there’s still a lot of opportunity to build strong, loyal, and engaged teams.

What We’re All Noticing

Across the board, a few things kept coming up. If any of these feel familiar to you, know that you’re not alone. Generations are working differently—and together. It’s not unusual to have team members in their 20s working alongside people in their 50s or 60s. That’s a good thing, but it also means expectations can clash. What feels like common sense to one person might be confusing to another. That doesn’t mean anyone is wrong. It just means we need more clarity, more patience, and more communication.

Work doesn’t mean what it used to.

Younger employees are approaching work with different priorities. Flexibility, mental health, purpose—these aren’t just nice-to-haves anymore. If they don’t feel connected or supported, they move on. Fast. And more experienced team members are feeling the pressure of picking up the slack or adjusting to a new rhythm they didn’t grow up with.

Remote work changed things.

Some roles now can be done from home, and many people expect that option. But for employers, that’s created a new layer of complexity. How do you keep a team culture strong when half your staff is off-site? How do you stay connected? How do you build trust when you don’t always see each other in person?

Everyone’s a little tired.

Turnover, training, covering gaps, doing more with less—it wears on people. A lot of employers shared how heavy it feels to constantly restart, especially when they’re already juggling a million other things.

What’s Actually Working for Employers Right Now

Despite all of this, we also heard so many examples of what’s helping. Small changes. Fresh approaches. Honest efforts. Here’s what’s making a difference for teams that are navigating these challenges with some success:

1. Being more clear than ever.

Many employers told us they’ve learned to stop assuming. What does “showing up on time” mean? What does “professional” look like here? These things are spelled out now—during onboarding, in writing, and in regular team check-ins. And guess what? It helps.

2. Hiring people who care—even if they’re still learning.

Some of the best hires we heard about weren’t the most experienced. They were the most curious. The most committed. The ones who asked questions and cared about the patients. Employers said they’re focusing more on attitude and reliability than on finding a “perfect” resume.

3. Creating space to grow.

Even in smaller practices, leaders are finding ways to help their teams grow. Cross-training. Learning a new system. Getting involved in special projects. It’s not about promotions—it’s about keeping people engaged and feeling like they matter.

4. Allowing flexibility where it makes sense.

Remote work might not work for every role, but where it does—like billing, authorizations, or scheduling—some employers are making it work. And it’s paying off. The key? Setting clear expectations, keeping communication tight, and making remote staff feel just as connected as those in the office.

5. Talking about the differences instead of avoiding them.

One of the most powerful things we heard was this: the best teams are having the tough conversations. They’re acknowledging generational differences, talking openly about how they work best, and figuring it out together. There’s less judgment, more learning.

A Personal Note from OM

The workforce has changed. That’s true. But people still want to be part of something good. They want to work where they’re supported, where they’re respected, and where they feel like they matter. We’re so grateful to the employers who took the time to talk with us in January. You reminded us that, even with all the challenges, there’s a lot of hope. A lot of wisdom. A lot of heart. Building strong teams today takes more intention. It takes more time. But it’s possible. And it’s worth it. If you’re doing your best to lead with clarity, patience, and consistency—you’re already on the right path.

You don’t need perfection. You just need people who are willing to grow, and the structure to help them do it. We’re proud to support you and your team in any way we can.