Risk Management Tools & Resources

 


12 Ways to Improve Staff Satisfaction and Retention in Healthcare

12 Ways to Improve Staff Satisfaction and Retention in Healthcare

Laura M. Cascella, MA, CPHRM

Staffing shortages are a significant challenge in healthcare and represent a preeminent concern for organizations of all types and sizes. Lack of qualified staff to fulfill clinical and support roles can erode the quality of care, threaten patient safety, and lead to liability exposure.

Much of the staffing shortage problem in healthcare has been attributed to COVID-19; but even before the pandemic, experts were forecasting workforce shortages due to the aging population and their increasingly complex healthcare needs, the large number of healthcare providers expected to retire in the coming decades, and declining funding and faculty for education and training.1

The issues contributing to the deficit of healthcare providers and staff are complex and will require large-scale interventions from government agencies, regulatory bodies, professional associations, educational institutions, etc. Healthcare organizations also can take action to address this issue. Proactively implementing strategies to boost staff satisfaction and well-being can help improve retention and even create a favorable recruiting environment.

Healthcare organizations should consider the following 12 tips:

  1. Cultivate a physically and psychologically safe culture that values professionalism, dignity, equity, diversity, and ethical behavior.
  2. Address instances of inappropriate behavior and incivility when they occur, and make sure your organization has thorough policies in place for reporting, investigating, and addressing these situations.
  3. Make sure all staff members feel empowered to raise safety issues and speak up about other concerns without fear of retaliation.
  4. Consider various solutions that might help ease administrative burdens on the workforce, such as using scribes or digital tools to assist with documentation, scheduling, communication, etc.
  5. Review processes and workflows to identify inefficiencies and unnecessary redundancies, and solicit staff input to develop workable solutions.
  6. Evaluate workforce models and staffing structures that might help address shortages and improve staff satisfaction, such as team-based care, telehealth, and flexible scheduling.
  7. Create opportunities to communicate with employees, understand their concerns, and give them a voice in the organization. Various options include town hall meetings, employee resource groups, online and in-person forums, debriefings, newsletters, etc.
  8. Offer opportunities for learning and professional development through continuing education, mentoring, leadership roles, trainings, etc. Make sure managers receive adequate leadership training.
  9. Foster an organizational culture that respects and recognizes staff contributions through various mechanisms, such as awards, staff appreciation events, public recognition, and one-on-one feedback.
  10. Identify ways to provide emotional and mental health support to employees who may be dealing with burnout, stress, anxiety, and more. Examples include wellness programs, hotlines, peer mentoring, and employee assistance programs.
  11. Periodically conduct employee surveys to gauge staff members’ perceptions of organizational culture, safety, communication, and so on. Make sure staff have an option to respond anonymously.
  12. Evaluate data collected from exit interviews and employee surveys to identify trends and determine what the organization is doing well and where it can improve.2

Workforce shortages will continue to challenge the healthcare industry in the coming decades. Organizations should stay abreast of ongoing efforts to address this issue, while also taking proactive steps to create an organizational culture that supports staff satisfaction and retention. For more curated information on this topic, see MedPro’s Risk Resources: Staff Shortages and Workforce Issues.

Endnotes

1 Edmonson, C., & Zelonka, C. (2019). Our own worst enemies: The nurse bullying epidemic. Nursing Administration Quarterly, 43(3), 274–279. doi: 10.1097/NAQ.0000000000000353

2 Bowen, D. J. (n.d.). Employee retention in healthcare. American College of Healthcare Executives. Retrieved from www.ache.org/blog/2021/leading-retention-from-the-top; American College of Healthcare Executives. (2022, December 5 [approved]). Ethical issues related to workforce shortages. Retrieved from www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics/ethical-issues-related-to-staff-shortages; American Hospital Association. (2022, February 15). 5 ways to ease staffing shortages now and into the future. Retrieved from https://aha.org/aha-center-health-innovation-market-scan/2022-02-15-5-ways-ease-staffing-shortages-now-and-future; U.S. Department of Health and Human Services, Administration for Strategic Preparedness and Response. (2023, November). Health care provider shortages: Resources and strategies for meeting demand. Retrieved from https://files.asprtracie.hhs.gov/documents/healthcare-workforce-strategies-for-managing-a-surge-in-healthcare-provider-demand.pdf

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