Building a Strong Foundation: 5 Retention Strategies for Healthcare Professionals Post-Relocation

So, you recruited a very promising healthcare professional…way to go! You ensured they had a successful relocation…kudos! 

Now, the question is: how do you keep them?

It’s a serious question. After all, the average hospital experienced 106% turnover in the last five years, according to one recent study, with 30% of new hires leaving within their first year.

The reality is: the shorter an employee’s tenure, the more likely they are to leave. And newly relocated employees—who must not only adapt to a new job, but a new city, lifestyle and culture—are particularly vulnerable. 

But while post-relocation turnover is a real thing, it isn’t inevitable. There are proactive steps that healthcare employers can take to prevent it—and here’s our top five.

1. Foster a Supportive Work Environment

Healthcare workers face high-pressure situations, leading to high rates of stress and burnout. According to the American Medical Association (AMA), more than 48% of physicians report experiencing burnout, although it’s down from the days of COVID.

Creating a supportive work environment—one where employees feel heard and valued—makes a difference. Encourage open communication. Provide mental health resources and stress-reduction programs. Nurture a culture based on teamwork and respect.

And consider hosting peer support groups designed to improve well-being. For example, some hospitals have implemented Schwartz Rounds®, a structured forum that offers healthcare staff space to share emotional challenges. Such programs alleviate stress and help employees feel more connected—something relocated employees especially need.

2. Provide Training and Development Opportunities

Multiple studies have shown that when employers offer ongoing training and growth opportunities, it enhances workforce engagement and increases retention rates.

Consider offering specialized certifications, leadership development programs and tuition reimbursement for advanced degrees—and enhancing your coaching/mentoring programs.

Chances are, your transplants relocated to further their careers. If you don’t want them to do it again, give them an inhouse path to advancement.

3. Offer Competitive Compensation and Benefits

Compensation is always a top consideration for healthcare professionals—and benefits are a close second. In addition to offering the most competitive earnings possible, why not develop a unique benefits program that would be hard to find elsewhere?

For example, in addition to providing traditional benefits like health insurance and a retirement plan, you could offer an array of modern benefits, such as:

• Relocation benefits (a top benefit employees want!)
• Student loan repayment assistance
• Childcare support or backup care
• Sabbaticals/paid time off for career development or volunteer work
• Wellness benefits and resources
• Home ownership assistance
• Concierge services, such as grocery shopping, dry cleaning, etc.

It’s harder to leave an employer who offers exceptional perks.  

4. Prioritize Work-Life Balance

Even before the pandemic, healthcare professionals sought greater work-life balance. Since the pandemic, it’s become even more true.

According to a one survey, 85% of new physicians identify work-life balance as their top employment priority, up from 63% in 2018. It’s possible that’s what drew your relocated professionals to you in the first place.

How do you keep improving work-life balance? By providing more paid time off, including parental leave. By offering more flexible work schedules. And by valuing productivity over long work hours.

Admittedly, work-life balance is no easy thing to achieve in healthcare. But when you continuously strive for it, it will draw talent to you—and help you keep them.