Question

in your own words, please discuss the reasons for healthcare professional turnover and costs of turnover and strategies for increasing retention and preventing turnover.

Answer 1

Work Environment

There is a strong relationship between employee turnover and employee satisfaction.there are that management issues, low morale, the amount of time spent on non-nursing tasks, and workload all play a role in turnover. Moreover, exhaustion and burnout mediate the occurrence of turnover.

Income Disparity

Income disparity also causes turnover. Income refers to something given in exchange for a person’s services in a company. It assumes a vital part in retaining and rewarding high-quality employees though at the expense of the overall labor costs for the company. As such, workers must prove their worth to stay in an organization longer by offering top notch quality work. If they fail to do so, they risk termination. Income strongly determines job satisfaction.While seeking to obtain greater patient outcomes, the influence of job satisfaction and pay cannot be overemphasized.

Career Frustration

Career promotion also contributes to employee turnover in hospitals. Reward schemes are attached to the general concept of compensation approaches. Compensation strategies are defined as the deliberate use of pay structures as an integrating system via which the efforts of organizational people are targeted to the accomplishment of a company’s strategic goals. All hospitals use bonuses, pay, and promotions to reward or encourage high health outcomes. This means that mundane work tasks and lack of promotion contributes to employees’ intentions to exit an organization. By applying job enrichment schemes, many hospitals can retain staff and offer career advancement opportunities.

Job Fit

Job fit is another variable strongly contributing to the high rate of turnover in the healthcare sector (C). The employee selection process is all about the match between the applicant’s skills and the job. Job satisfaction levels will increase when there is a proper match between the job and the applicant’s personality. There must be a proper fit between what the organization wants and what the applicant wants. In a recent survey, nearly half of the workers cited a mismatch as the reason to quit. Hence, a mismatch between what workers can get and what they want can only be addressed via turnover or transfer, which seems to be costly following the staff training involved.

According to a study by National Healthcare Retention & RN Staffing Report, the average hospital turnover rate in 2017 was 18.2%, which is the highest recorded turnover in the industry for almost a decade. Since 2013, the average hospital turned over 85.2% of its workforce.

Market analysts say that healthcare’s turnover is second worst, only to hospitality.

Concurrently, the healthcare industry is growing. Roughly 40% of hospitals surveyed in the same report, anticipate an increase in their labor force throughout 2018. The blend of high turnover and growth is creating staffing gaps which have an impact on a hospital’s bottom line.

• Bedside registered nurse averaged a 16.8% turnover, with bedside nurses slighting lower on the scale and nurses working in emergency care, step down and medical/surgical averaging the highest
• Certified Nursing Assistant (CNA) 27.7%
• Physician Assistant (PA) 14.2%
• Physical Therapist 10.7%
• Medical Technologist 10.5%
• Pharmacist 8.3%
• Radiologic Technologist 10.8%
• Patient Care Tech (PCT) 19.3%

Improve retention strategies

Even though the turnover rates in the healthcare industry are notoriously high, only 21.6% of hospitals have retention strategies in place for retaining older workers. The current emphasis has been placed solely on new hires, as 58.6% of hospitals have implemented new hire retention strategies. Though the tactic is useful, it doesn’t appear to be comprehensive. Finding ways to increase tenure at your facility can help ease staffing gaps, improve patient care and evolve programs that maintain a well-trained arsenal of staff at your facility.

Focus on employee experience

We can all agree that bedside manner is an important component of a nurse’s job. But, have you thought much about how your facility treats your nurses? Across the board, HR departments are starting to realize that an employee experience is a huge part of keeping employees engaged and happy in the workplace.