How to Recruit, Manage and Retain Healthcare Workforce

Today, we have the privilege of interviewing a seasoned journalist and media professional, Chris Cheney who has made significant contributions to the field of healthcare reporting and administration. With a career spanning over two decades, Chris has worked in esteemed organizations such as HealthLeaders, and CBS/WBZ. He has held various roles including reporter, copy editor/page designer, online editor, news editor, and multimedia producer.

Chris’s expertise lies in the intersection of healthcare and journalism, with a focus on clinical care improvement, quality, and financial issues related to healthcare providers and payers. He has written extensively on topics such as medical service reimbursement, mergers and acquisitions, telemedicine, patient engagement, healthcare reform, and innovation. In addition to written work, he has also moderated webcasts and executive retreats, bringing together industry experts to discuss pressing healthcare challenges.

Notably, Chris has been recognized for his outstanding work, including a Magazine Cover Story titled “The HIX Crucible,” which delved into the impact of the Obamacare health insurance exchange experiment on healthcare providers and payers. He has also received the prestigious Silver Azbee Award from the American Society of Business Publication Editors.

Beyond his professional achievements, our guest is known for his dedication to quality journalism and his ability to inspire and lead a team. Colleagues commend his unwavering commitment to thorough and excellent reporting, even in the face of staff reductions and tight deadlines. His passion for unbiased reporting and his belief in the power of journalism to shed light on important stories that often go unnoticed make him a true asset to the media industry.

Ladies and gentlemen, please join me in welcoming our guest, a highly respected journalist, editor, and healthcare expert, whose career has been defined by his unwavering commitment to quality journalism and his passion for bringing important healthcare stories to the forefront.

  1. Thank you for taking time to share your knowledge and experience about healthcare workforce management, recruitment and retention with our audience. Can you start by telling the audience about yourself? 

I began my professional career more than three decades ago in medical research administration at Boston Children’s Hospital. I worked in cardiology and molecular medicine laboratories, where I worked in several roles such as grant management, manuscript copy editing, event organizing, and library services.

I started my journalism career at a community newspaper in Massachusetts in 1996 and have worked in multiple newsroom capacities ever since. My experience includes not only print and online media but also producing content for radio and television. I have worked for several media organizations, including the Boston Herald, Cape Cod Times and CBS. 

In January 2014, I joined the staff at HealthLeaders as an editor and health plan columnist. In 2015, I was promoted to senior finance editor and covered a wide range of healthcare-finance topics for publication in HealthLeaders magazine and online. In 2018, I was shifted to senior clinical care editor, and I have been covering multiple topics, including patient safety, clinical care improvement, physician issues such as burnout and compensation, and health equity.

As a healthcare journalist, I am motivated to help inform healthcare executives and physician leaders about important topics in a vibrant industry. It is an honor to interview chief medical officers, vice presidents, directors, and physician leaders about their pain points and life-and-death issues such as sepsis care management. Healthcare is a higher-calling in our society, and I am pleased to play an educational role in this field.

  1. Can you tell our audience about HealthLeaders? 

HealthLeaders is a unique healthcare journalism enterprise. As the name implies, our focus is on the challenges faced by healthcare leaders such as C-suite executives, vice presidents, directors, and physician leaders. In addition to covering healthcare news from a business and operational perspective, we cover several healthcare pillars, including clinical care, finance, revenue cycle, strategy, payers, nursing, and post-acute care.

HealthLeaders is primarily focused on producing online content such as daily stories published on our website, podcasts, and intelligence reports. We also organize several virtual and live events featuring healthcare executives and physician leaders throughout the year, including roundtables and NOW Summits on issues such as vaccinations, care coordination, patient experience, rural health, and long-term care. 

Our premier thought leadership offering is the Exchange program, which brings together dozens of healthcare executives for intimate discussions and peer-to-peer learning. The Exchanges include CEOs, CFOs, CMOs, revenue cycle executives, innovation executives, and chief nursing officers.  

  1. How does effective workforce management contribute to the overall success of healthcare organizations?

Effective workforce management plays a crucial role in the success of healthcare organizations. It ensures that the right number of skilled healthcare professionals is available at the right time, in the right place, and with the right skills. This contributes to improved patient care, increased operational efficiency, and cost-effectiveness. Proper workforce management involves strategic planning, recruitment, retention, scheduling, training, and performance management. By aligning staffing levels with patient demand, organizations can optimize resource utilization, reduce wait times, and enhance patient satisfaction. It also enables organizations to respond effectively to changes in healthcare needs, such as seasonal fluctuations, emergencies, or pandemics. Moreover, effective workforce management promotes employee engagement, job satisfaction, and professional development, leading to higher retention rates and a more stable and knowledgeable workforce. Overall, it ensures that healthcare organizations can provide high-quality care while maintaining financial sustainability.

  1. What are the key challenges faced by healthcare organizations in recruiting and retaining skilled healthcare professionals?

Recruiting and retaining skilled healthcare professionals are ongoing challenges for healthcare organizations. Some key challenges include:

  1. Shortage of skilled professionals: The demand for healthcare services often outpaces the supply of qualified healthcare professionals, leading to fierce competition for talent.
  2. Changing workforce demographics: The aging population of healthcare professionals, combined with the increasing retirement rates, creates a shortage of experienced workers.
  3. Work-life balance: The demanding nature of healthcare jobs can lead to burnout and work-life imbalance, making it difficult to attract and retain professionals.
  4. Competition from other industries: Healthcare organizations face competition from other industries that offer attractive benefits, flexible work arrangements, or higher salaries.
  5. Geographical distribution: Recruiting and retaining professionals in rural or underserved areas can be challenging due to limited resources, lower salaries, and lifestyle preferences.
  6. Lack of development opportunities: Professionals seek opportunities for career growth, ongoing training, and skill enhancement. Organizations that do not provide such opportunities may struggle with retention.
  7. Generational differences: Different generations have distinct preferences and values, requiring organizations to adapt their recruitment and retention strategies accordingly.

Addressing these challenges requires a multi-faceted approach, including competitive compensation packages, flexible work arrangements, professional development opportunities, and targeted recruitment strategies to attract diverse talent.

5. Can you discuss the role of technology in healthcare workforce management? How can it be leveraged to improve efficiency and productivity?

Technology plays a pivotal role in healthcare workforce management, offering numerous benefits for improving efficiency and productivity. Here are some ways technology can be leveraged:

  1. Automated scheduling: Technology allows for the creation of automated scheduling systems that consider factors such as staff availability, patient demand, and skill requirements. This streamlines the scheduling process, reduces errors, and ensures optimal staffing levels.
  2. Data-driven decision-making: With the help of technology, healthcare organizations can collect and analyze vast amounts of data related to workforce management. This data can be used to make informed decisions regarding staffing levels, resource allocation, and workload distribution, leading to improved efficiency.
  3. Telehealth and remote work: Technology enables healthcare professionals to provide remote care through telehealth platforms. This expands access to care and allows organizations to tap into a broader pool of talent, improving workforce flexibility and productivity.
  4. Digital training and education: Online learning platforms and simulation tools can enhance training and education for healthcare professionals. These technologies provide flexible and interactive learning experiences, allowing individuals to upskill and stay updated with the latest advancements in their field.
  5. Workforce analytics: Technology facilitates the use of advanced analytics to gain insights into workforce trends, performance metrics, and predictive modeling. This helps organizations identify areas of improvement, predict staffing needs, and develop targeted strategies for recruitment and retention.
  6. Mobile applications: Mobile apps can be used for various workforce management tasks, such as shift management, communication, and accessing patient information. These apps enable real-time updates, enhance communication among team members, and streamline workflow processes.

By leveraging technology in healthcare workforce management, organizations can achieve greater efficiency, reduce administrative burden, improve communication, and enhance overall productivity. It empowers healthcare professionals to focus more on patient care while optimizing resource allocation and operational processes.

6. What strategies or initiatives have you seen that have been successful in attracting and retaining diverse talent in the healthcare industry?

Attracting and retaining diverse talent in the healthcare industry requires proactive strategies and initiatives. Here are some successful approaches:

  1. Diversity and inclusion programs: Healthcare organizations that prioritize diversity and inclusion create a welcoming environment for professionals from diverse backgrounds. Such programs can include mentorship opportunities, employee resource groups, cultural competency training, and diversity-focused recruitment strategies.
  2. Partnerships with educational institutions: Collaborating with educational institutions, including colleges, universities, and vocational schools, can help healthcare organizations establish pipelines for diverse talent. This can involve offering scholarships, internships, and mentorship programs to students from underrepresented backgrounds.
  3. Targeted recruitment efforts: Organizations can implement targeted recruitment efforts that specifically aim to attract diverse candidates. This can involve partnering with professional associations, attending job fairs in diverse communities, and using inclusive language in job postings.
  4. Work-life balance initiatives: Creating a supportive work environment that promotes work-life balance is crucial for attracting and retaining diverse talent. This can include flexible work arrangements, childcare support, wellness programs, and employee assistance programs.
  5. Career development opportunities: Offering clear pathways for career advancement and professional development is essential for retaining diverse talent. This can involve providing mentorship programs, leadership development initiatives, and opportunities for continuing education.
  6. Cultural competence training: Healthcare organizations can provide cultural competence training for all staff members to ensure they are equipped to provide culturally sensitive care. This fosters an inclusive environment and improves patient outcomes.
  7. Community engagement: Engaging with diverse communities can help healthcare organizations build trust and credibility. This can involve participating in community events, offering health education programs, and collaborating with local organizations.

By implementing these strategies and initiatives, healthcare organizations can attract and retain diverse talent, creating a workforce that reflects the communities they serve. This not only enhances cultural competence but also brings different perspectives and ideas, leading to improved patient care and outcomes.

7. Could you provide insights into the impact of staff turnover on healthcare organizations, both in terms of cost and patient care?

Staff turnover has a significant impact on healthcare organizations, affecting both their financial stability and the quality of patient care. Here are some insights into this impact:

  1. Cost implications: High staff turnover leads to increased costs for healthcare organizations. These costs include recruitment expenses, onboarding and training new hires, and productivity losses during the transition period. Additionally, the constant need for hiring and training can strain resources and divert attention from other critical areas.
  2. Disruption to continuity of care: Staff turnover can disrupt the continuity of care for patients. When healthcare professionals leave, there is a loss of familiarity and trust between patients and their providers. Continuity of care is important for building strong patient-provider relationships, promoting better outcomes, and ensuring effective care coordination.
  3. Decreased morale and productivity: Frequent turnover can lower morale among remaining staff members, leading to decreased productivity and engagement. This can create a negative work environment and impact the overall quality of care provided.
  4. Knowledge and experience loss: When experienced professionals leave, healthcare organizations face a loss of valuable knowledge and expertise. It takes time for new hires to gain the same level of proficiency, potentially impacting the quality and efficiency of care.
  5. Patient dissatisfaction and decreased trust: Continual turnover can result in patient dissatisfaction and decreased trust in the healthcare organization. Patients may feel that their care is being disrupted or that there is a lack of stability, leading to dissatisfaction with their healthcare experiences.
  6. Impact on organizational reputation: High staff turnover can negatively impact the reputation of healthcare organizations. It may be perceived as a sign of instability, affecting their ability to attract and retain both patients and talented professionals.

To mitigate the impact of staff turnover, healthcare organizations can focus on strategies such as improving employee engagement, creating a positive work culture, providing opportunities for professional growth, and implementing retention programs. By addressing the underlying causes of turnover and promoting a supportive work environment, organizations can minimize the negative effects on both finances and patient care.

8. With the increasing demand for healthcare services, how can organizations ensure a sufficient supply of skilled healthcare professionals?

Meeting the increasing demand for healthcare services requires organizations to take proactive measures to ensure a sufficient supply of skilled healthcare professionals. Here are some strategies:

  1. Invest in education and training: Healthcare organizations can collaborate with educational institutions to support the development and training of future healthcare professionals. This can involve offering scholarships, internships, and residency programs to attract and retain talent.
  2. Promote healthcare careers: Organizations can actively promote healthcare careers to attract individuals to the industry. This can involve participating in career fairs, hosting informational sessions, and engaging with schools and communities to create awareness about the opportunities available.
  3. Expand recruitment efforts: Healthcare organizations can expand their recruitment efforts by targeting diverse populations and underrepresented communities. This includes reaching out to minority-serving institutions, attending job fairs in diverse communities, and implementing inclusive recruitment practices.
  4. Develop talent pipelines: Organizations can establish partnerships with educational institutions and develop talent pipelines to ensure a steady supply of skilled professionals. This can involve offering mentorship programs, providing clinical rotations for students, and creating pathways for career advancement within the organization.
  5. Encourage professional development: Healthcare organizations should provide opportunities for ongoing professional development to attract and retain skilled professionals. This can include continuing education programs, leadership development initiatives, and support for advanced certifications and degrees.
  6. Leverage technology: Embracing technology can help organizations optimize workflows, automate administrative tasks, and improve efficiency. By utilizing electronic health records, telehealth platforms, and other technological advancements, organizations can enhance productivity and allow healthcare professionals to focus more on patient care.
  7. Address workforce shortages through collaboration: Healthcare organizations can work together with regulatory bodies, policymakers, and professional associations to address workforce shortages at a systemic level. This can involve advocating for policies that support the recruitment and retention of healthcare professionals and exploring innovative staffing models.

By implementing these strategies, healthcare organizations can ensure a sufficient supply of skilled professionals to meet the increasing demand for healthcare services. It requires a proactive and collaborative approach to attract, develop, and retain a diverse and talented workforce.

9. How can healthcare organizations effectively assess and address the needs for training and development of their workforce?

Assessing and addressing the training and development needs of the healthcare workforce is crucial for maintaining high-quality care and ensuring professional growth. Here’s how healthcare organizations can effectively handle this challenge:

  1. Conduct comprehensive needs assessments: Organizations can conduct thorough needs assessments to identify skill gaps and training requirements. This can involve surveys, focus groups, performance evaluations, and analyzing data on competency levels. By understanding the specific needs of their workforce, organizations can tailor training programs accordingly.
  2. Establish clear learning objectives: It’s important to establish clear learning objectives for training programs. This ensures that the content and delivery methods align with the identified needs. Learning objectives should be specific, measurable, achievable, relevant, and time-bound (SMART), providing a clear roadmap for employee development.
  3. Utilize blended learning approaches: Healthcare organizations can adopt a blended learning approach that combines various methods such as in-person workshops, online modules, simulations, and on-the-job training. This enables employees to learn through different modalities and reinforces knowledge retention.
  4. Encourage continuous learning: Promoting a culture of continuous learning is essential. Organizations can provide access to online learning platforms, webinars, conferences, and workshops. They can also support employees in pursuing certifications, advanced degrees, and professional development opportunities to enhance their skill sets.
  5. Offer mentorship and preceptorship programs: Pairing experienced professionals with less experienced staff through mentorship and preceptorship programs can facilitate knowledge transfer and skill development. This helps new employees acclimate to the organization, while also fostering a culture of learning and support.
  6. Provide feedback and performance evaluations: Regular performance evaluations and constructive feedback sessions allow organizations to assess individual progress and identify areas for improvement. This information can be used to guide training and development initiatives, ensuring targeted and meaningful growth opportunities.
  7. Invest in leadership development: Developing strong leaders within the healthcare workforce is crucial for organizational growth. Healthcare organizations can provide leadership development programs, coaching, and mentoring for individuals who display leadership potential. This helps in succession planning and ensures a pipeline of capable leaders.
  8. Monitor and evaluate training effectiveness: It’s important for organizations to monitor and evaluate the effectiveness of training programs. This can be done through post-training assessments, feedback surveys, and analyzing performance outcomes. Continuous evaluation allows organizations to make necessary adjustments and improvements to their training initiatives.

By effectively assessing and addressing the training and development needs of their workforce, healthcare organizations can foster a culture of continuous learning, improve employee performance and satisfaction, and ultimately enhance the quality of patient care.

10. In your experience, what are the most effective strategies for creating a positive and supportive work environment that promotes employee satisfaction and reduces turnover?

Creating a positive and supportive work environment is crucial for promoting employee satisfaction and reducing turnover in healthcare organizations. Based on experience, here are some effective strategies:

  1. Promote open communication: Encouraging open and transparent communication is essential for creating a positive work environment. This includes fostering a culture where employees feel comfortable expressing their opinions, ideas, and concerns. Regular team meetings, feedback sessions, and suggestion boxes can facilitate this communication.
  2. Recognize and appreciate employees: Recognizing and appreciating the efforts of employees is important for boosting morale and job satisfaction. This can be done through verbal or written recognition, employee appreciation events, and rewards programs. Celebrating milestones and achievements helps create a positive atmosphere.
  3. Foster teamwork and collaboration: Encouraging teamwork and collaboration among healthcare professionals promotes a supportive work environment. This can involve facilitating interprofessional collaboration, providing opportunities for teamwork and shared decision-making, and creating a culture that values cooperation and mutual respect.
  4. Provide opportunities for professional growth: Offering opportunities for professional growth and development is essential for employee satisfaction and retention. Healthcare organizations can provide access to continuing education, workshops, conferences, and mentorship programs. Supporting employees in pursuing advanced certifications or degrees also demonstrates a commitment to their professional growth.
  5. Promote work-life balance: Supporting work-life balance is crucial for reducing burnout and improving employee satisfaction. Organizations can offer flexible work arrangements, such as part-time options, job sharing, or telecommuting. Providing resources and programs that promote physical and mental well-being, such as employee wellness initiatives, can also contribute to a positive work environment.
  6. Ensure fair compensation and benefits: Offering competitive and fair compensation packages is vital for attracting and retaining talented healthcare professionals. Organizations should conduct regular market analyses to ensure salaries are in line with industry standards. Providing comprehensive benefits, such as healthcare coverage, retirement plans, and paid time off, also contributes to employee satisfaction.
  7. Promote a culture of trust and respect: Fostering a culture of trust and respect is essential for creating a positive work environment. This can be achieved by promoting fairness, inclusivity, and diversity. Encouraging teamwork, addressing conflicts promptly, and providing opportunities for employees to contribute to decision-making processes can help build trust and respect.
  8. Support employee well-being: Prioritizing employee well-being is crucial for a positive work environment. Healthcare organizations can provide resources for stress management, mental health support, and employee assistance programs. Creating a supportive environment that values work-life balance and offers resources for self-care contributes to employee satisfaction and reduces turnover.

By implementing these strategies, healthcare organizations can create a positive and supportive work environment that fosters employee satisfaction, engagement, and ultimately reduces turnover.

11. Can you discuss any innovative approaches or best practices in healthcare workforce management that have yielded positive results?

Innovative approaches and best practices in healthcare workforce management have emerged to address the evolving needs of healthcare organizations. Here are some examples that have yielded positive results:

  1. Predictive analytics: Healthcare organizations are leveraging predictive analytics to forecast future staffing needs based on historical data, patient demand patterns, and other relevant factors. This enables proactive workforce planning, ensuring the right number of staff with the necessary skills are available at the right time. Predictive analytics also helps in identifying potential staffing shortages or surpluses, allowing organizations to make informed decisions.
  2. Flexible scheduling models: Implementing flexible scheduling models, such as self-scheduling or shift bidding, empowers healthcare professionals to have more control over their work schedules. This not only improves work-life balance but also increases job satisfaction and reduces turnover. Flexible scheduling can be facilitated through technology solutions that enable staff to view and choose available shifts, ensuring adequate coverage while accommodating individual preferences.
  3. Cross-training and skill mix optimization: Healthcare organizations are recognizing the value of cross-training healthcare professionals in multiple skills and specialties. This allows for better utilization of staff, especially during times of high demand or when specific skills are in short supply. By optimizing the skill mix within the workforce, organizations can enhance efficiency, flexibility, and resource utilization.
  4. Employee engagement programs: Employee engagement programs focus on creating a positive work environment, fostering a sense of purpose, and promoting employee satisfaction. These programs can include initiatives such as recognition and reward systems, employee wellness programs, career development opportunities, and regular feedback mechanisms. Engaged employees are more likely to be committed, productive, and satisfied, contributing to improved patient care outcomes.
  5. Telehealth and remote work: The increasing adoption of telehealth and remote work options has opened up new possibilities in healthcare workforce management. Organizations are leveraging technology to enable healthcare professionals to work remotely, providing virtual care and consultations. This not only expands access to care but also allows organizations to tap into a broader talent pool, improving workforce flexibility and reducing geographical constraints.
  6. Collaborative care models: Collaborative care models involve interdisciplinary teams working together to provide comprehensive patient care. These models bring together healthcare professionals from various disciplines, such as physicians, nurses, pharmacists, and social workers, to ensure holistic and patient-centered care. Collaborative care models enhance communication, coordination, and efficiency, leading to improved patient outcomes.
  7. Succession planning and leadership development: Healthcare organizations are implementing succession planning and leadership development programs to prepare future leaders within the organization. These initiatives identify high-potential employees and provide them with opportunities for growth, mentoring, and leadership training. By cultivating a strong leadership pipeline, organizations can ensure continuity, stability, and effective decision-making.

These innovative approaches and best practices in healthcare workforce management demonstrate the industry’s commitment to adapt and optimize its workforce to meet the changing demands and challenges. By embracing these strategies, healthcare organizations can enhance efficiency, employee satisfaction, patient care, and overall organizational success.

12. With the rise of telehealth and remote work, how can healthcare organizations adapt their workforce management strategies to support these changes?

The rise of telehealth and remote work has transformed the healthcare landscape, requiring healthcare organizations to adapt their workforce management strategies accordingly. Here’s how they can support these changes:

  1. Virtual hiring and onboarding: Healthcare organizations can leverage technology for virtual hiring and onboarding processes. This includes conducting interviews and orientation sessions via video conferencing, utilizing electronic document signing, and providing online training modules. Virtual hiring and onboarding streamline the process and allow organizations to recruit talent from anywhere, expanding their access to a broader pool of professionals.
  2. Implement remote work policies: Healthcare organizations should establish clear remote work policies and guidelines to support telehealth and remote work initiatives. These policies should outline expectations, communication protocols, and data security measures. It’s important to ensure that employees have the necessary technology and infrastructure to effectively perform their duties remotely.
  3. Provide telehealth training: Organizations should provide comprehensive training on telehealth platforms, virtual care delivery, and best practices for remote patient monitoring. Healthcare professionals need to be proficient in using telehealth technologies, conducting virtual consultations, and maintaining patient privacy and confidentiality in a remote setting.
  4. Optimize scheduling and resource allocation: With telehealth, organizations need to optimize scheduling and resource allocation to accommodate both in-person and virtual care. This includes adjusting staffing levels, assigning appropriate resources, and considering the availability of healthcare professionals with telehealth expertise. Implementing scheduling software that integrates both in-person and virtual appointments can help streamline the process.
  5. Ensure data security and privacy: Telehealth and remote work involve the transmission and storage of patient data, requiring robust security measures. Healthcare organizations should implement stringent data security protocols, including encryption, secure video conferencing platforms, and training on privacy regulations. Regular audits and risk assessments should be conducted to identify and address potential vulnerabilities.
  6. Support staff well-being: Remote work can blur the boundaries between work and personal life, potentially impacting staff well-being. Healthcare organizations should prioritize employee well-being by promoting work-life balance, providing resources for managing stress, and encouraging regular breaks and self-care. Regular check-ins and open communication channels can help maintain team cohesion and support.
  7. Evaluate and adapt: It’s essential for healthcare organizations to continuously evaluate the effectiveness of their telehealth and remote work strategies. This involves soliciting feedback from staff and patients, monitoring key performance indicators, and making necessary adjustments. Regularly reviewing and updating policies and protocols ensures that workforce management strategies align with evolving needs and best practices.

By adapting their workforce management strategies to support telehealth and remote work, healthcare organizations can leverage technology to expand access to care, improve patient outcomes, and enhance staff flexibility and satisfaction. It requires a proactive approach, investment in technology infrastructure, and ongoing evaluation to ensure the successful integration of telehealth and remote work into the healthcare workforce.

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