In today’s rapidly evolving healthcare landscape, a significant challenge that looms large is the workforce shortage across the sector. This crisis has only been exacerbated by the retirement of baby boomers, the taxing demands placed on healthcare workers, and, not least, the systemic shocks introduced by the COVID-19 pandemic.
Amidst this turbulent scenario, a beacon of hope and innovation emerges – the unique approaches adopted by organizations like Leath HR Group in spearheading efforts to tackle staffing challenges head-on. Leath HR collaborates with healthcare and human and social services organizations, facilitating the identification of suitable candidates and ensuring compliance with HR/employment requirements.
The insights offered by Leath HR are precious due to their extensive experience in addressing staffing issues and burnout within the healthcare and social services industries. This discussion aims to provide listeners with valuable insights on addressing burnout and present recommendations from Leath HR that could benefit other organizations in similar sectors.
We will delve into some groundbreaking strategies mentioned in the episode “HR to the Rescue: Navigating the Workforce Shortage in Healthcare,” as shared by Andy Almeter, President of Leath HR Group.
Understanding the Crisis
The American Association of Colleges of Nursing and the American Association of Medical Colleges have painted a grim picture, projecting the need for over 200,000 new nurses annually until 2026 and anticipating a shortfall of 122,000 physicians by 2032. The over-65 population will grow by 48%. Healthcare roles, inherently demanding and occasionally tricky, have seen an upsurge in stress levels among workers, especially in the wake of COVID-19. Such stressors have sparked a nationwide dialogue around healthcare worker burnout, prompting Surgeon General Vivek Murthy to prioritize its address.
A survey conducted by AMN Healthcare in 2023 revealed that a significant proportion of healthcare executives, directors, and managers, constituting 66%, expressed intentions to seek new positions. Among them, 12% planned to do so immediately, 62% aimed to transition within the next year, and 38% within the subsequent three to five years. This high turnover rate within healthcare organizations is primarily attributed to the pressures imposed by the ongoing pandemic and other related factors.
Notably, factors influencing leaders’ decisions to remain in their current roles include organizational culture, cited by 45% of respondents, and compensation, mentioned by 41%. Furthermore, the recruitment process for filling open leadership positions poses considerable challenges, with 48% of respondents finding it challenging to identify suitable candidates. Additionally, 49% reported that hiring efforts for leadership roles are taking longer than in previous years. Looking ahead, financial pressures, identified by 44% of respondents, and serious clinician issues, cited by 33%, are projected as the most likely challenges within the healthcare industry in the forthcoming years, as reported by Fierce Healthcare.
To summarize how bad it’s gotten, the CDC reported:
- More than double the number of health workers reported harassment at work in 2022 than in 2018.
- Nearly half of health workers reported often feeling burned out in 2022, up from 32% in 2018.
- Roughly half of health workers intended to look for a new job in 2022, up from 33% in 2018.
It’s quite clear we’re dealing with a crisis.
What does this mean for the staffing and hiring situation? How is healthcare being affected by staffing shortages? What other prevalent challenges do organizations face?
The Leath HR Group Approach
The organization’s philosophy centers around a candidate experience-focused recruiting process, emphasizing cultural fit, appropriate compensation, and an intricate, data-driven audit process to identify and rectify challenges in talent management.
Innovative Solutions and Strategies
In confronting the staffing challenges head-on, Leath HR Group harnesses a multifaceted strategy. It begins with a detailed industry-specific compensation analysis and extends to conducting exhaustive HR audits. These audits offer invaluable insights into organizational dynamics, enabling tailored recommendations to enhance recruitment and retention practices. Particularly noteworthy is their approach to fostering an enriching candidate experience, predicated on the understanding that an employee’s journey begins at the candidacy stage.
Understanding Employee Retention
Employee retention is crucial for organizational success, offering benefits like improved relations and profitability. To mitigate turnover costs in today’s competitive market, companies should implement regular check-ins and feedback mechanisms using external tools, empowering managers to address workload issues and nurture a supportive work culture. Consistent communication and feedback bolster employee confidence, aid in goal-setting, and foster trust with organizational leaders, highlighting the importance of proactive interventions. Research supports investing in employees as an optimal business strategy, demonstrating dedication to their growth and correlating with enhanced performance and retention rates, ultimately cultivating a loyal and motivated workforce.
Navigating Obstacles and Fostering Culture
It’s not uncommon for clients to resist change, favoring existing methodologies despite the promise of innovative solutions. Leath HR Group approaches such scenarios with understanding and flexibility, offering data-backed insights for better decision-making. Beyond staffing, the group emphasizes developing leadership through initiatives like their ‘Buddy to Boss’ program, which equips newly promoted leaders with the skills necessary for effective team management and enhances workplace culture through better communication and understanding.
Business Planning
In today’s fiercely competitive labor market, prioritizing the employee experience is essential for sustained long-term growth. Effective business planning involves evaluating talent processes, organizational structure, and engagement levels to enhance the employee journey, streamline recruitment, and ensure engagement during the crucial initial 90-day period. Initiatives such as internal mentorship programs, one-on-one interactions with leadership, and budgeted training programs are vital for professional development. Recognizing achievements and seeking employee input on recognition preferences and referral incentives further elevate satisfaction and engagement. A comprehensive human resource strategy is indispensable for fostering business growth, highlighting the significance of prioritizing employee well-being and development for organizational success.
Community Engagement and Tackling Workforce Shortages
Leath HR Group’s efforts extend beyond individual organizations, reaching into community-wide initiatives in tandem with the Wilmington Chamber of Commerce, aimed at mitigating workforce shortages through educational and career development programs. These efforts signify a panoramic approach to problem-solving, reflecting an understanding that staffing challenges in healthcare are not just organizational but systemic, demanding collective action and innovative thinking.
Looking Forward
As healthcare continues to grapple with staffing shortages, the insights and strategies outlined by Andy highlight a promising path forward. Emphasizing culture, engagement, and comprehensive talent management practices can help mitigate current challenges and lay the foundation for a more resilient and effective healthcare workforce. Organizations and leaders in healthcare thus stand at a critical juncture where adopting such innovative approaches could be the key to navigating the crisis at hand and securing a better future for healthcare delivery.
As we move forward, it is essential to remember that addressing healthcare staffing challenges requires more than just filling vacancies. It demands a holistic understanding of organizational culture, employee needs, and systemic barriers to effective recruiting and retention. By leveraging innovative strategies and focusing on building a supportive and engaging work environment, we can hope to overcome these hurdles and ensure a robust and resilient healthcare workforce for the future.
Did you miss the episode? You can Listen here
About the Guest + Organization
Leath HR Group is the trusted regional leader in modern people and culture consulting and recruiting. They aim to provide unparalleled HR leadership and support, empowering businesses with comprehensive talent-focused services. The team, consisting of Senior Certified HR Consultants with over 15 years of experience, adeptly addresses the unique challenges in today’s competitive talent market. At Leath HR Group, the passion lies in advancing businesses’ cultures, recognizing that a robust, supportive culture is fundamental for growth and success.
At the helm of Leath HR Group, Andy Almeter transforms HR practices globally, catering to industries from law firms to Fortune 500s. Pioneering a model that reinstates the human element in Human Resources, he extends Leath HR Group’s influence into the dynamic healthcare sector. Andy deploys top-tier experts to integrate with client teams, emphasizing a simple and effective approach, fostering sustainable growth. With roles as Divisional Business Operations Leader at Novant Health and a Research Fellow at the US EPA, his diverse background adds depth to his leadership. As a Fellow of the American College of Healthcare Executives, Andy actively contributes to community service through various board roles and has been acknowledged as a “40 Under 40” and a “Healthcare Hero.”