Turnover is expensive and impacts patient care. Why do employees stay? Why do they leave? A recent CareerBuilder survey sheds some light. More than a third (34 percent) of health care workers plan to look for a new job in 2013, up from 24 percent last year. Nearly half (45 percent) plan to look for a new job over the next two years. This is according to CareerBuilder’s latest survey.
From the study, “Long hours and juggling multiple patient needs are taking their toll on morale and retention. The survey shows health care workers are seeking a more manageable work experience.”
Burnout and Turnover - Sixty percent of health care workers say they are burned out on their jobs. Twenty-one percent always or often feel burned out. Of workers who feel always or often burned out, 67 percent plan to look for a new job this year.
Why Health Care Workers Stay - These results point to some selection and retention strategies. The survey asked health care workers who planned to stay in their jobs what factors most compelled them not to leave their organizations. The number one factor health care workers pointed to was a sense of fulfillment.
· I find my work satisfying and rewarding – 57 percent
· I enjoy my colleagues – 54 percent
The first place to address turnover is at the beginning – the hiring process. Much can be done once a new employee is on-board, but identifying candidates who will find the work, and the culture, rewarding will significantly reduce turnover. You can’t change other variables like location, pay scale or workload, but we’ve shown you can cut turnover in half with a more deliberate selection process that targets candidates who are a better fit for your organization, particularly if you are looking for highly compassionate, patient-focused employees.
*From CareerBuilder’s November 2012 survey of more than 270 U.S. health care employers and more than 570 U.S. health care workers conducted online by Harris Interactive©