Healthcare workers are in high demand and this means healthcare organizations must create environments that encourage them to stay once they’re hired; easier said than done. Lack of advancement opportunities is one of the main reasons people working in healthcare leave jobs; recruiting and retaining healthcare workers depends on developing a nurturing environment where these professionals can thrive.
Most healthcare professionals are more likely to leave jobs when they are unhappy with the office culture or they feel like they can get more experience somewhere else. You have to create reasons for them to stay. Some options include, but are not limited to: In-house skills training, technology training, performance-based incentives and sign-on bonus. Healthcare workers value these programs because they encourage professional development and upward career mobility for all medical staff. The experience they get from your practice should be invaluable to them over the course of their career. You will attract more highly qualified candidates if you are offering employees more than just a paycheck.
Office environments are underrated by most professionals. Medical practices tend to assume that if people are leaving jobs it has more to do with that person than with the structure of the practice. Some people might leave because the job just isn’t what they expected, but other people will leave because of what you aren’t offering them. Medical assistants, nurse practitioners, physicians and receptionists won’t stay if you are unable to offer the kind of atmosphere that ensures a safe, healthy and productive work environment.
Since healthcare changes and evolves your education and training for members of the staff cannot be static. EMR systems will be subject to change especially as the technology advances as well as processes for billing and coding. These changes will affect the entire staff and how you recruit for new candidates. Concurrently, urgent care facilities are becoming more prominent and hospital employment is looking more favorable for physicians; because of this, private practices are having trouble with retention. Instead of scrambling to replace people, look into what you are currently doing and how to make it better. Happy employees don’t go searching for new jobs.