Turn, turn, turn indeed: in the healthcare industry, the average hospital turns over 106% of its workforce every five years. That’s some pretty staggering odds for industry HR and talent acquisition professionals to manage.
And it’s not because physicians and nurses are losing passion for their profession, but rather patience with their workplace.
But what’s making healthcare professionals so unhappy—and what is it they seek from new employers?
Once healthcare organizations learn the answers to these questions, they’re positioned to start building a more stable, resilient workforce.
3 Reasons Why Healthcare Pros Are Leaving
Obviously, healthcare professionals resign for many reasons, but right now, it often comes down to one or more of these issues, which are interconnected.
Burnout and Mental Health Issues
The relentless pace of the post-pandemic healthcare environment has left many healthcare workers stressed to the point of exhaustion.
According to Indeed’s The Pulse of Healthcare 2024 Report, one in three healthcare workers reports experiencing at least one symptom of burnout, which includes fatigue, apathy or an outright negative attitude toward their work.
Compounding the problem: many healthcare professionals still believe that there’s a stigma associated with asking for help. So rather than take advantage of the programs their employers offer, they hope that changing jobs will spark a change of mindset.
Workload Overload/Chronic Understaffing
According to the Indeed study, 64% of healthcare workers believe that they’re overworked. Often, this is due to chronic or frequent understaffing, a universal hospital challenge.
Understaffing not only compromises patient care, but puts increased stress on those left to provide it, leading many to flee themselves. Left unchecked, turnover can become a downward spiral.
Case in point: when California mandated minimum nurse-to-patient ratios in 2004, the state nursing board was quickly flooded with queries from out-of-state applicants. Within a few years, California’s RN vacancy rates plummeted. As a result, nurse’s job satisfaction and retention rates improved in California. And so did patient outcomes.
Lack of Support and Recognition
Workers have a near-universal need for support and recognition, especially in high-stakes environments. The Indeed study found that 42% of healthcare professionals feel underappreciated by management—and to a lesser degree, by their colleagues and patients.
When healthcare professionals feel undervalued, that’s a powerful incentive for seeking employment elsewhere, especially when they’re in such great demand.
What Do Healthcare Pros Seek in New Roles?
Often, escaping a negative work environment is the catalyst that drives healthcare professionals into the job market. But with so many opportunities to choose from, what will entice them to accept a particular offer—specifically, your offer?
First, savvy healthcare employers are taking a good, hard look at their workplace environment to address the issues above. For example, more hospitals are relying on travel nurses to alleviate understaffing.
In addition, they’re providing more of what healthcare professionals truly want, including:
Attractive Compensation
According to the Pulse report, compensation is by far and away the most important priority for professionals considering a job offer. That includes the total package: salary, benefits and bonuses—including signing bonuses and relocation benefits.
Work-Life Balance
Competitive compensation is key, but lifestyle matters, too. In fact, work-life balance currently rates as the second most important factor on jobseekers’ list. That’s why flexible schedules, generous PTO, and ample part-time/job-sharing positions are also effective recruiting tools.
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A Caring Work Environment
Every employee wants an employer who genuinely cares about them—and when your organization’s purpose is caring for others, it’s even more important.
According to the American Hospital Association, prioritizing your staff’s happiness and well-being is the key to building a resilient long-term workforce. That means creating a positive, nurturing culture. Providing a range of cutting-edge wellness initiatives—and encouraging staff to use them. Engaging with staff. Recognizing top performance. And showing your people that you have their backs.
Because when employees feel cared for and valued, why would they go anywhere else?
At UrbanBound, we help incoming employees feel supported, from their first impression of your organization to first onsite interview through each step of relocation. Many healthcare organizations look to us to enhance their recruiting programs—learn why you may want to, too.