The healthcare industry is facing a crucial challenge: rampant burnout among its employees. Recent data paints a worrying picture: 46% of healthcare workers report feeling burned out (CDC), and 41% of direct patient care nurses are considering leaving their job (McKinsey). These numbers – significantly higher than before the pandemic – point to systemic problems that require immediate attention.
Beyond inadequate compensation, numerous factors contribute to burnout and turnover, including low engagement, understaffing, and limited support. This culminated in a wave of strikes in 2023 with over 25 major actions at institutions such as Kaiser Permanente and HCA. The Kaiser Permanente nurses’ strike was of historic proportions and media attention and likely foreshadows strikes in other U.S. health systems. Compensation, while important, was only one of the workers’ demands. To stabilize their workforce and ensure high-quality care, health systems must go beyond simply increasing compensation – they need a variety of strategies:
- Invest in leadership: Enabling frontline leaders to effectively manage and engage with their teams is critical. By reducing administrative overhead, they can prioritize individual interactions and drive engagement.
- Strengthen the voice of employees: Creating opportunities for and responding to feedback demonstrates value to employees and helps address concerns before they escalate. Managers should encourage regular face-to-face conversations, seek feedback, and actively address issues raised.
- Invest in team members: The feeling of being underestimated is a major contributor to burnout. Comprehensive strategies are needed: professional development opportunities, recognition of achievements and mental health support, especially for those who have faced enormous stress during the pandemic.
Empowering frontline leaders: Enabling meaningful engagement
One of the most impactful actions health systems can take is to strengthen frontline leaders. Reducing administrative burdens through automation and prioritization gives them the opportunity to authentically engage with their teams. This is particularly important for those promoted during the pandemic who may lack formal leadership training. By adopting a few key best practices for leaders, they can promote positive team experiences and engagement.
Empowering Employee Voice: Listen and Take Action
Efforts to strengthen employee voice are often underestimated, but can have a significant impact on satisfaction. It is crucial to regularly collect feedback through various channels. Leaders must not only listen but also act on feedback to combat dissatisfaction and proactively mitigate burnout. Frontline leaders play a critical role in this process by engaging in regular face-to-face conversations and actively seeking out diverse viewpoints. Simple strategies like unit-level suggestion boxes and pre-meeting topic suggestions can build trust and create an environment where employees feel heard.
Invest in team members: Make work more than just a paycheck
To reduce burnout and increase engagement, a holistic investment in team members is critical. A recent McKinsey report highlights that feeling undervalued is a leading cause of potential nursing workforce turnover. Sensible investments are crucial:
- Professional development: Offering opportunities for professional development, such as through clinical leadership programs or leadership development, demonstrates commitment to employee development.
- Celebrate achievements: Recognition of successes and milestones promotes a culture of appreciation and strengthens commitment. Recognition is the most underused management lever.
- Mental Health Support: Providing accessible psychological support, particularly to those who have faced the increased pressures of the pandemic, is crucial to preventing burnout and promoting wellbeing.
Investing in our healthcare workforce: A shared responsibility
Enabling high-quality, effective patient care requires a healthy and engaged healthcare workforce. Addressing the root causes of burnout, particularly in the post-pandemic era, requires immediate and committed action from both healthcare system leaders and frontline leaders. Implementing diverse and sustainable strategies to empower frontline leaders, increase employee voice, and holistically invest in team members should be the cornerstone of any modern healthcare workforce management program. By prioritizing the well-being of our healthcare workers, we ultimately invest in ourselves and ensure a robust healthcare system for all.
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