The Summer Staffing Crunch: Strategies for Managing Shortages

Aug 7

Ah, summer—the season of barbecues, beach days, and the inevitable “Out of Office” auto-reply from half your clinical staff. For physicians, this time of year often comes with a distinct side effect: the dreaded summer staffing crunch.

Whether you're overseeing a bustling emergency department, running a private practice, or managing a residency program, you’ve likely felt the heat—not just outside, but inside your walls, where the clinical load doesn’t take a vacation. Let's explore why summer staffing shortages happen, and more importantly, how you can weather the seasonal staffing storm without burning out.

Why Summer Feels Like a Ghost Town (Clinically Speaking)

Summer staffing issues aren’t new, but they’ve been amplified post-pandemic. Consider this:

PTO Season: Staff—rightfully—take vacations. But when PTO requests overlap or go uncoordinated, coverage gets tight fast.
Student Rotations & Intern Transitions: June/July marks the switchover period, bringing in fresh-faced interns still learning where the bathrooms are, let alone the EMR.
Burnout-Driven Exodus: Some staff take summer as their cue to jump ship altogether, particularly if they've been teetering on burnout since February.
Increased Demand: Paradoxically, patient volume often increases—more outdoor injuries, more travel-related illnesses, and the infamous "I finally have time to see the doctor" crowd.

Strategies That Actually Work (Because Praying for Rain Doesn't)

Here’s how to proactively manage the summer staffing squeeze before it manages you.

1. Cross-Training Is the New Black

Encourage your staff to be clinical chameleons. Nurses who can triage and handle wound care, MAs who can manage front-desk duties in a pinch—it’s all about flexibility. Just like we diversify treatment plans, diversify skill sets.

🔍 Pro Tip: Build in cross-training during the slower spring months, so by July, you're not holding your breath every time someone requests a long weekend.

2. Embrace Technology (Yes, Even You, Dr. “I Still Prefer Paper Charts”)

Telehealth, AI-assisted documentation, automated patient reminders—these aren't just buzzwords. They’re tools that can actually lighten the load when you're short on bodies.

Telehealth can help redirect low-acuity cases away from in-person visits.
Scribes (virtual or otherwise) can speed up documentation and improve throughput.
AI scheduling tools can predict demand and recommend optimal staffing patterns (no tarot cards required).

3. Offer Creative Scheduling Options

Not everyone wants a 9-to-5. Some clinicians would gladly work evenings or weekends in exchange for weekdays off. Embrace flexible schedules, job-sharing models, or even “summer hours” incentives.

😎 Hot Take: A 4-day workweek might not just be a pipe dream—some clinics are already doing it, and seeing both satisfaction and retention improve.

4. Tap Into Per Diems & Temp Talent Pools

Building a reliable float pool or maintaining relationships with locum tenens providers can be a game changer. Yes, it may cost more upfront, but it's cheaper than lost revenue from cancellations or staff burnout.

5. Prioritize Staff Wellness (Really, Not Just in Emails)

When coverage is tight, stress spikes. Make sure your staff has access to mental health resources, flexible breaks, and (radical thought) appreciation. Even small gestures—a thank-you lunch, an early out, or verbal recognition—go a long way.

💡 Reminder: Physicians are not exempt. If you're limping into August with three hours of sleep and a caffeine IV, it's time to take your own pulse—figuratively and literally.

Final Thoughts: Don’t Just Survive—Strategize

The summer staffing crunch isn’t going anywhere, but that doesn’t mean you have to simply endure it. With proactive planning, a willingness to rethink old systems, and a touch of creative scheduling, you can transform summer from stressful to sustainable.

And who knows? With the right strategy, you might even get a weekend off.