08/14/2025
High turnover rates causing your to feel burnt out as an owner?
Burnout in ABA ownership, management, clinical and administrative roles is VERY real.
60% of BCBAs report feeling emotionally exhausted, or overwhelmed by the amount of administrative work dumped on them.
40% of BCBAs consider leaving the field within 5 years.
55-60% of administrative staff report delayed feedback, lack of strong SOPs and follow up by management and managers typically listening to the clinical teams over the admin teams when it comes to administrative policies.
The #1 reason from ALL? Feeling unsupported and overworked.
NexTrend Solutions, knows and helps ABA owners and other medical practices to set their non negotiable pins, specifically in supporting their clinicians and administrative staff and bridge the never ending gap/battle of "Clinical v. Admin, round 937,857,338....because your employee's wellbeing = better client outcomes. This is factual.
If you want to retain top clinical talent, these are the 5 essentials NON NEGOTIABLE pins for employee Well-Being:
1- Mental Health Support
The medical field deals with complex emotional demands daily.
Ensuring access to wellness programs and mental health resources should be standard, not optional.
2- Work-Life Balance
Burnout skyrockets when employees work late, cover too many cases, or skip breaks or most importantly miss out on family activities.
Support reasonable caseloads and respect off-hours—it’s good for people and performance.
3- Growth Opportunities
74% of BCBAs say lack of professional development drives dissatisfaction, they want clinical roles available not admin roles. 66% of the administrative professionals report they do not feel there are growth and skill development opportunities within departments or companies.
Offer CEUs, mentorship, and career pathways to keep clinicians engaged and growing. (We have a career pathway outline that changes this!!!)
4- Transparent Communication
Be open, give honest constructive feedback. This reduces turnover by up to 40%. When someone feels heard, they feel valued, when you let them know where they need to step it up, it gives clear goals and you can set a plan to meet those.
Regular check-ins and listening sessions build a healthier, more collaborative culture. This doesn't mean create a suggestions box or have that "open door policy" we want to hear in meetings, what areas we are strong, what areas can we improve. Listen to a few suggestions from the teams themselves on what they feel would fix it, from there let those marinate with you and make your ultimate decision based on what you in your heart feel is the best path for your business. (Consult a professional and ask them for direction if you feel stuck and do not know what changes to make and have conflicting feedback)
5- Recognition and Appreciation
Employees who feel valued are 2.7x more likely to stay long-term. Don't do an employee of the month or team memo shout out, something private to say thank you. A personalized email from the Owner, a gift card incentive, a small bonus, a paid mental health day, and extra day off to use at any time.
Celebrate progress, clinical wins, and the human impact behind the data. Use your company KPIs to give team shout outs. Did your clinicians have the highest utilization % this quarter? Did the admin team reduce scheduling conflicts or client complaints. Maybe they hit a metric of quicker processing times for those prior authorizations or incoming referrals. Shout the full team out!!
Retention isn’t solved by virtual parties, admin appreciation day meals or ego pumping - it’s solved by leadership that listens, supports, and invests in its teams.
Healthy employees execute healthier strategies in turn building happier clients.
What’s one simple way your organization shows up for clinicians?
Don't have any yet, thats ok, schedule your FREE consultation today!
