The healthcare industry continues to struggle today when it comes to staffing. In addition to labor shortages, it is now also facing a disruptive supply chain and inflation concerns. Many industries and organizations are lobbying Congress to make massive changes to this competitive and value-based market. What can people expect in the coming months and years in this industry?
Nursing Shortages
When people speak of staffing shortages in healthcare, they often discuss the physician shortage. However, healthcare staffing experts point to the nursing shortage that is also occurring. Healthcare organizations are increasing pay for qualified nursing staff to retain top talent. Overtime pay is skyrocketing, and burnout rates remain high.
To overcome these challenges, non-clinical staff members should take on tasks that don’t need to be completed by medical professionals. Automation should be used wherever possible to ease the burden on workers and ensure accurate coding and proper reimbursement. Healthcare organizations should also leverage data to identify areas where improvements are needed to provide adequate staffing levels at all times.
Financial Sustainability
Staffing shortages also impact financial sustainability. The median operating margin of healthcare organizations is rising slightly, but companies must do more to ensure success. One way they are doing so is by partnering with clinical staff to standardize the purchasing process and benefit from volume-based discounts. Staff members will spend less time on purchasing necessary items and have time for other, more essential tasks. When workers have more time to focus on patient care, overall satisfaction increases, and workers are more likely to remain at their jobs.
Strategic Recruitment
Healthcare organizations must make the field appealing and accessible to those who are interested in pursuing a career as a medical professional. Early outreach is one way organizations can do so, and career education is another. Job shadowing programs should be offered to high school and college students interested in careers in medicine. Additionally, healthcare organizations should streamline their hiring processes to prevent candidates from dropping out early. Tuition repayment programs, relocation assistance, and signing bonuses can also help attract and retain top talent.
Employee Retention
Recruiting and hiring employees is only part of the battle. Once an organization brings in top talent, it must keep them engaged. Employees need to feel valued and heard. Healthcare organizations should prioritize career development and leadership opportunities. New hires should be assigned a mentor to help them become accustomed to the workplace and feel at home. Work-life balance is essential to many medical professionals, so organizations should consider offering wellness programs and flexible scheduling. Every employee should be aware of the internal career advancement pathway and the potential to become a leader. Those who do outstanding work should be recognized and rewarded.
Addressing Burnout
Healthcare organizations must know the signs of worker burnout and take action if they suspect an employee is struggling. Many organizations focus on individuals when discussing burnout, but they also need to consider systemic change. Automation can help minimize administrative burdens and boost job satisfaction. Expanded training benefits employees by enabling them to advance in their careers and assume more challenging roles. The organization’s investment in them shows that they are valued employees, which can also help combat burnout.
Every healthcare organization must monitor staffing levels and react quickly when shortages are seen. Finding the right individuals for open roles can be challenging, which is why many organizations now turn to staffing agencies for assistance. An organization that is proactive in addressing shortages can ensure continuity of care for patients, better outcomes, and happier workers.
