Finding and keeping exceptional staff is the lifeblood of any thriving medical practice. But in today’s complex healthcare landscape, it has never been more challenging.
Why Staff Turnover Impacts Your Bottom Line
Losing team members drain your finances and can erode patient trust. Plus, constant churn demoralizes your staff. But old recruitment playbooks are gathering dust. We need fresh solutions.
In this talk, we’ll dive into root causes of turnover and proven strategies to get the right people in the door…and convince them to stay!
Root Causes: Why Do Staff Leave?
It’s Costing You Big
Replacing an employee costs thousands in recruiting, training, lost productivity. For a 10-doctor practice, turnover can siphon over $200,000 annually!
Goodbyes Disrupt Patient Care
Like it or not, staff become the face of your practice. Sudden departures erode continuity of care that patients expect and deserve.
Morale Suffers
When colleagues repeatedly leave, remaining team members shoulder extra work. Resentment and disengagement ensue. A negative cycle forms.
Modern Challenges in Attracting Talent
The Digital Job Hunt
Sites like LinkedIn and Indeed have transformed recruiting. Passive candidates must be enticed, not just active applicants.
Job-Hopping Generation
Millennials switch jobs more frequently than past generations. Loyalty looks different today.
The Quest for Work-Life Balance
Work is no longer the sole focus. Offering flexibility and boundaries is key for modern staff.
Cutting-Edge Recruitment Strategies
Craft Your Brand Story
Convey your mission and values across platforms. Spotlight staff achievements on social media. Become an employer of choice.
Offer Irresistible Packages
Go beyond salary. Think bonuses, loan repayment, childcare stipends, tuition reimbursement, and abundant PTO.
Utilize Digital Hiring Tools
Leverage AI-enabled platforms to source and screen candidates 24/7. Implement text-based chatbots for engaging user experiences.
Retention Techniques that Make Staff Stay
Invest in Their Growth
Offer constant learning, like conferences, mentorships, and in-house training. A learning culture attracts talent.
Foster Community
Host team-building events, recognition programs, and initiatives that make people feel valued.
Keep Communication Flowing
Check in regularly. Conduct anonymous surveys. Make it easy to voice concerns. An open-door policy matters.
Top questions to ask yourself before planning a marketing campaign
United Front: Marketers and Practitioners
Share Your Story
Marketers, spotlight your team’s humanity. Tell stories that uplift your people, not just services.
Harness Digital Channels
Curate content that makes candidates take notice. Be authentic on social media. Optimize for search.
Strategize Together
Blending HR expertise with marketing know-how yields the best results. Partner for success.
Case Studies: Turning Retention Around
At Albany Family Care, monthly anonymous surveys revealed dissatisfaction with rigid schedules. Leadership pivoted to offer increased flexibility. Turnover decreased by 37% the following year.
Orchard Pediatrics boosted retention by launching a peer mentorship program. Pairing new hires with tenured staff resulted in a more engaged, loyal team.
FAQs
How can I convince leadership to invest more in retention?
Present data on the costs of turnover. Calculate lost revenue from exit interviews. Highlight potential profit gains from boosting retention.
What steps can improve our employer brand?
Start by defining your workplace culture and values. Then ensure they’re reflected across platforms, from your website to social media. Feature staff spotlights. Monitor review sites.
Should recruitment be handled internally or outsourced?
Each has pros and cons. In-house allows for a nuanced hiring process but is time-intensive. Outsourced adds expertise but may lack context. Often, a blended approach works best.
The challenges are real. But with smart strategies, creating an empowered, thriving team IS possible. The visionaries reinventing healthcare HR offer hope for the future of work in this inspiring industry.
References
[1] Sullivan, J. “Turnover: A Costly Problem.” Dental Economics 82:3 (1992), pp. 57-62.
[2] Ladenburger, Jennifer. “How to Increase Employee Retention.” Forbes, Feb 16, 2022.
