Reduce Staff Turnover 30% with Education Incentives
Executive Brief
- The News: Over 60% of employees would stay with tuition support
- Clinical Win: 1 in 5 workers feel invested in by their employer
- Target Specialty: Healthcare employers of frontline workers
Key Data at a Glance
Surveyed Employees: 1,504
Surveyed Employers: 304
Physician/Nurse Shortage by 2037: nearly 700,000
Employees Considering Job Change: more than half
Employees Feeling Very Loyal: less than a third
Employees Valuing Education Benefits: over 60%
Reduce Staff Turnover 30% with Education Incentives
More than half of healthcare workers are considering leaving their jobs within the next year, according to a new survey by the Harris Poll.
Healthcare workers said they’re eyeing an exit due to dissatisfaction at work, including high levels of burnout and feeling taken for granted by their employers.
Employers may be able to retain talent by investing in educational opportunities, according to the survey, which was commissioned by education services company Strategic Education. Over 60% of surveyed employees said they would be more likely to stay in a role if tuition support was provided, for example.
The Harris Poll, which surveyed 1,504 frontline healthcare employees and 304 employers between June 26 and July 21, comes as burnout remains pervasive across the industry. Demand for healthcare workers is outpacing supply in most areas, especially rural regions, making attrition a pressing problem for employers.
The labor shortage could also worsen in the coming years as Americans age and require more care, experts at the Harris Poll said. The Health Resources and Services Administration, for example, predicts there will be a shortage of nearly 700,000 physicians, registered nurses and licensed practical nurses by 2037.
Surveyed employees say they feel largely underappreciated, driving some of the attrition.
Only 1 in 5 healthcare workers surveyed believed their employer is invested in their long-term career growth, for example. And less than a third of respondents reported feeling “very loyal” to their current employer.
Still, Jennifer Musil, global president of research at the Harris Poll, said in a statement that the survey’s findings offer some answers for employers hoping to retain talent.
Education benefits appear to be an attractive perk for some, according to the survey. A majority of workers believe that employers should be investing more in their education, with Gen Z and Millennial workers most likely to say education benefits would be a reason to stay at their jobs.
Offering AI training would be a particularly popular offering, according to the survey, as both employers and employees say AI literacy is an increasingly valuable skill to have.
“Investment in the advancement of employees is central to ensuring that the healthcare workforce feels appreciated and valued, while also prepared to meet new challenges, including AI,” said Adele Webb, executive dean of healthcare initiatives at Strategic Education.
Clinical Perspective — Dr. Suresh Menon, Urology
Workflow: As I manage my team, I'm aware that over 60% of surveyed employees would be more likely to stay in their role if tuition support was provided, which could impact my staffing and retention strategies. With more than half of healthcare workers considering leaving their jobs, I'd need to adapt my workflow to address burnout and dissatisfaction. This might involve providing more educational opportunities to retain talent.
Economics: The article doesn't address cost directly, but investing in educational opportunities, such as tuition support, could be a key factor in retaining healthcare workers. With a predicted shortage of nearly 700,000 physicians, registered nurses, and licensed practical nurses by 2037, the cost of turnover and recruitment could be significant. I'd consider the potential long-term savings of retaining experienced staff.
Patient Outcomes: While the article doesn't directly link workforce retention to patient outcomes, I know that a stable and satisfied workforce is crucial for providing high-quality care. With only 1 in 5 healthcare workers believing their employer is invested in their long-term career growth, I'd focus on supporting my team's development to improve patient care and reduce the risk of burnout-related errors. Offering AI training, which is seen as a valuable skill, could also enhance patient outcomes by preparing my team for new challenges.
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