How healthcare organizations maintain a balanced workforce in a situation of staff shortage and burnout
The health care system in the United States is in a major shift. From the proposed cuts to Medicaid and snapshots to the latest restructuring of the Department of Health and Human Services (HHS), the changes are ongoing. These developments reflect a system under pressure, and consistency in care is more important than ever.
The labor force is at the heart of the health system. In order for organizations to provide optimal care for patients, health leaders must ensure that their providers are also cared for. Furthermore, recruitment and retention directly affect the bottom line, making the engagement workforce more important than ever. The challenge is clear: To stabilize the healthcare workforce, leaders must prioritize those who power the organization.
Prioritize providers to stabilize their labor
Healthcare consultants predict a shortage of 100,000 healthcare workers by 2028 to 2028. Meanwhile, 26% of nurses say they may play their current role due to workplace violence. The cost of this turnover is surprising – about $56,300 per bedside nurse. The average annual labor cost per hospital is $39 to $5.8 million.
While it is important to acknowledge the financial impact of turnover, this is just the beginning. Every healthcare organization should ask: What really is needed to achieve a workforce balance? Many people first look at the cost, but the starting point should be to understand the root cause of turnover. Whether it is verbal abuse, burnout, low wages or poor working conditions, every factor must be taken seriously and proactive.
ACEP survey in 2024 shows that many healthcare professionals will feel unheard of when reporting workplace violence. 68% of respondents said their employer misconduct and half said they did not take any action at all. These are not only missed opportunities; they erode trust. Building a culture that makes all employees feel safe and supported must include a clear zero-tolerance policy and a timely response to reported events.
Pay also plays a role in retention. However, with the tightening of budgets and bottom lines, organization-wide salary increases may not be the best strategy. To retain employees, organizations must exceed salaries. Flexible arrangements, professional development opportunities and safe working conditions are important components of the value proposition.
Create a workplace that allows employees to feel valued, heard and protected, resulting in a higher workforce stability, better care and ultimately better outcomes for patients.
Five steps to build a safer, more stable healthcare workplace
To create a supportive workplace, healthcare leaders must work closely with leaders on the frontline. Here are five key steps to building a healthier, more balanced workforce:
1. Improve clarity around problems
Leaders must identify and understand the practical problems faced by the team. From burnout and understaffing to outdated training and pay gaps, this requires transparent conversations and data-driven decision-making. Avoid assumptions – directly obey what needs improvement. Then take action to respond.
2. Establish the scope of the problem
Determine the generality of internal problems in the organization. If segregation burnout, targeted interventions may help. If it is systemic, a broader policy or cultural shift may be needed. In either case, collecting employee feedback is essential to understand what support is most needed and to develop a plan.
3. Identify and mitigate risk factors
Ensuring safety is the cornerstone of your operation. Implement policies such as zero tolerance for violence, visitor screening and downgrade protocols. Physical and psychologically safe environments can promote retention and contribute to a better patient experience.
4. Provide ongoing training and support
Your people are your greatest asset – empower them. Employees should be prepared not only for caring for patients, but also for potential insecurity. Regular communication, downgrade and training on using safety tools ensures that employees feel their equipment and confidence.
5. Open and frequent communication
Organizational change must be accompanied by honest and consistent communication. When leaders engage employees in discussions about change and clearly explain how decisions will affect improvements in workplaces, engagement, and trust.
The final thought
Creating a supportive, safe and transparent environment is essential for any high-performance healthcare system. The demands in the industry are constant, but when organizations prioritize the physical, emotional and professional well-being of their caregivers, they lay the foundation for long-term workforce stability.
By addressing critical systemic challenges – from workplace violence to burnout – leaders can strengthen recruitment and retention rates and ultimately ensure better care is provided to each patient.
Image source: Chinnapong, Getty Images
Andrea Greco is Senior Vice President of Centegix Medical Security. She has spent decades working with clients to provide solutions focused on employee, patient and family satisfaction and engagement. Her current role focuses on creating and deploying innovative, layered security solutions that empower healthcare organizations every day.
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