When some of your initially happy doctors, nurses, or front-end employees keep leaving your organization, there’s usually an underlying factor. Multiple issues in a high-pressure healthcare setting may be responsible for demoralizing even the most dedicated staff. To avoid paying a heavy price for high turnover in your clinic, you must address the factors undermining your employees’ happiness and satisfaction at work.
1. Make Room for Promotions
As in any other profession, medical employees have career growth aspirations, and you can support them by making space for promotions. Many people will leave their current employer for a competitor if they don’t get the support they need to grow. Most of your healthcare staff will stay if you offer them a solid pathway for promotion and greater success.
Strategies like strength-based coaching can help you meet hiring requirements and fill skill gaps while empowering your current employees to take up bigger roles in your organization. For your dedicated and qualified staff missing out on promotions, consider offering better perks, including good remuneration. Non-monetary rewards such as recognition for excellent performance or career milestones can also motivate your employees to stay.
2. Ask for Feedback
Getting to know what’s in your employee’s mind is a vital step toward reducing turnover. Some of them might resign without blaming your organization for their exit, but that doesn’t necessarily make for a happy ending. Sometimes, the underlying problems might not be obvious and won’t come to the forefront unless you probe and solicit feedback frequently.
Due to the fear of retribution or just professional courtesy, most disgruntled medical employees won’t question their superiors. So, you need to have an open door policy and create an environment in which your staff can freely express their opinion, including views that you may not like or agree with. Besides asking for constructive employee feedback, conduct exit interviews to uncover potential human resources issues. The insights you obtain can help fix issues ailing your human resources department for future improvement.
3. Streamline Processes
Inefficient workflows can affect anyone in your healthcare organization, from front-end to administrative and clinical staff. When there’s too much to handle and poor work processes, there will be burnout, and impacted employees may consider quitting. Going digital and putting all processes on one system can help make lighter work of your medical workers’ routine responsibilities.
Look into cloud-based solutions like NextGen EMR software. You can store your digital clinical files on the electronic medical record (EMR) system for easy retrieval and reporting. The application also streamlines administrative workflows such as scheduling and billing.
4. Fire When Necessary
Not everyone in your organization is worth retaining. If there’s one “bad apple” constantly causing office drama, consider firing them before they poison your entire team. You should also replace those who are not pulling their weight. Your most loyal employees can help identify any bad apples in their midst, so always pay attention to specific complaints and remediate swiftly.
5. Allow for Time Off
The medical field often requires employees to work holidays with few breaks or no time off. While continuity of care is vital, it shouldn’t come at the expense of your workers’ health and satisfaction. Consider creating a rotating schedule to prevent staff burnout.
You can also have temporary help ready, such as by hiring contract nurses, so an employee can take a vacation when needed. Let your employees take mental health days to ease any pent-up stress and freshen up. Also, allow them enough sick days to recover and come back fully rested.
6. Promote a Positive Work Culture
Building a healthy work culture based on your organization’s core values can help check staff turnover. But it starts from the top—your medical practice’s leadership should demonstrate respect for all and a greater appreciation for employees’ concerns across all ranks. Ensure to promote positivity and team building, fostering cohesion among your healthcare employees.
When a nurse, doctor, or customer-support employee excels at work, offer them praise and encouragement. Always reward loyalty and make everyone feel valued and appreciated. A positive work culture where teamwork and professionalism thrive can encourage healthcare employees to come to work each day.
Keep Your Best Employees Around
Between high burnout rates, lack of opportunities to develop professionally, and feeling undervalued, many healthcare workers may gradually disengage and desire to leave their current jobs. This is a solvable problem, but you need to act swiftly to offer your medical employees sufficient moral support and the resources they need to give high-quality patient care. Having a positive work culture, engaging staff, including by encouraging feedback, and streamlining routine workflows are some of the measures you can adopt to keep your best talent dedicated and loyal.