Healthcare employees were at the frontlines of the COVID-19 pandemic, delivering on exponentially higher workloads and shifting expectations. Now, they are quitting their jobs. According to the Bureau of Labor Statistics, over 504,000 healthcare workers quit their jobs in April 2021. To maintain and increase retention, employee satisfaction must become a top priority for employers.
Healthcare workers are often drawn to their industry to find fulfilling work. However, if employers lose sight of the wellbeing of their workforce, fulfillment can be derailed and put workers on a fast track to burnout. In an industry that is emotionally taxing, it is imperative to recognize the workforce from a human perspective and consider six pillars of employee satisfaction, which we call “Net Better Off”:
- Financial: Being financially secure without undue economic stress or worry and having the equitable opportunity for future stability and advancement
- Employable: Having marketable, in-demand capabilities and skills to obtain good jobs and advance in a career
- Emotional & Mental: Feeling positive emotions and maintaining mental wellness
- Relational: Feeling a strong sense of belonging and inclusion; having many personal solid relationships
- Physical: Being in good physical health and equipped to take on everyday daily stresses
- Purposeful: Feeling that one makes a positive difference to the world and that life has meaning
Often, employers try to improve employee satisfaction by focusing on easily measurable metrics, such as money and skill development. However, this is not enough if employees feel that other pillars of wellbeing are neglected.
In fact, according to recent research from Accenture, presently, 93 percent of healthcare workers are experiencing stress, and 86 percent are experiencing anxiety. Championing workforce wellbeing is necessary in addressing this issue and can turn work from a place of burnout into a source of betterment. Employees become net better off when employers consider the following:
- Continuous Learning: Create a workforce ready for the future by offering learning opportunities on an ongoing basis. Then go one step further. To complement training, offer mentor matching tools that enable seasoned professionals to readily volunteer and be paired with employees looking to be coached throughout their growth. This will empower employees to take on new work and build deep relationships within the workforce.
- Respond to Feedback: It is easier than ever to illicit anonymous employee feedback. Engage employees to discover how they are feeling and take time to understand their passions. Gathering this data in real-time can proactively ensure positive employee sentiment by enhancing their daily workflow and mitigating what detracts from their powers. Consider using Accenture’s Net Better Off Diagnostic tool to receive an assessment across the dimensions of employee sentiment with additional insights and recommendations.
- Get Flexible: Never make employees choose between a rewarding career and a fulfilling personal life. Instead, provide opportunities for employees to have flexible work arrangements, which can include redesigning scheduling processes to make it easier to change shifts and request time off. This will boost productivity and fairness and alleviate the manager’s administrative burden.
- Take Accountability: Address diversity and equality issues head-on by being transparent and engaging in intentional conversations that matter to your people. While these conversations can be difficult, holding them will ultimately foster more positive experiences in the workplace by empowering employees to be their authentic selves.
Taking a human approach to employee wellbeing will challenge faltering retention rates and address the burnout that, before COVID-19, was estimated to cost the healthcare system $32 billion annually for physicians alone. In addition to these benefits, implementing essential practices that impact employee happiness has the potential to generate five percent revenue growth.
Unlocking full potential ultimately yields a significant positive business impact, making healthcare workers’ wellbeing a business necessity. By moving beyond the traditional employee wellbeing factors, healthcare employers can begin to take care of the workforce that keeps us healthy and cares for us when we are not.
