The healthcare talent shortage is very real. HR people from top hospitals from around the country talked about it recently at our Bright Horizons Solutions at Work LIVE conference’s People Strategies in Healthcare Forum.
The unrelenting demands paired with literally life-and-death decisions create the conundrum of the healthcare job; engaged employees drive healthcare; but the demands of healthcare drive disengaged employees. And a recent study shows unmistakable signs of trouble. What’s the answer?
National Healthcare HR Week has fueled a lot of conversation about the state of the healthcare workforce. And for providers, there’s ample concern.
When you’re a top hospital caring for more than a half-million patients 24-7, you need to count on employees. The challenge is making sure they get to work even when care for children and parents breaks down.
Hospitals looking to achieve magnet status need to guide employees through BSN degree programs. But succeeding will take more than educational assistance; it will take a carefully designed strategy that assists with both the financial and physical obstacles of learning and earning.
Why should healthcare employers be so concerned about flex time? Apart from the stress factor is the fact that employees in healthcare must be on the job. Unlike other workforces, nurses and other providers cannot simply pick up their work another day or have their role accomplished in some automated fashion – such as by robot.
Healthcare HR is on the move. The industry is expected to add more jobs over the next eight years than any other segment of the U.S. economy. According to the Bureau of Labor Statistics, about one in four new jobs will be filled by doctors, nurses, lab techs, and other support roles, putting healthcare on track in the next decade to overtake state and local government as the largest employment sector in America.
Satisfying work is known to have a substantial impact on how well people do their jobs. But those same satisfying jobs can have converse effects on the work/life equation. At Biogen, that’s mean creating an evolving benefits strategy that’s gone from “need to play” to “need to win.”
So, how does an employer who has a workforce full of patient caregivers or teachers (or any role that’s human-labor intensive for that matter) authentically support work/life balance? The key words are FLEXIBILITY and CONTROL. Employees who feel that there is some degree of flexibility in their scheduling — and who feel they have input into how that schedule is created — are much more likely to indicate they have work/life balance.
March 13 through March 19 is ASHHRA’s official Healthcare HR week; seven days, “to recognize human resources professionals in hospitals and non-hospital organizations across the nation for the daily issues they face.”