How to Increase Employee Retention in Healthcare
Keeping workers in healthcare is a big challenge. Many hospitals, clinics, and other practices struggle with this every day. A lot of workers quit, plus burnout and short staffing make it hard to give good care to patients. But there are real, proven ways to fix this.
This guide is based on real research and trusted studies. Nothing here is based on guessing. When healthcare organizations use these strategies, they can keep more staff. This also helps them build a stronger and more stable workforce over time.
Healthcare is one of the toughest fields for retaining workers, but research from around the world offers clear strategies that work.
There are several important aspects that affect whether workers stay or leave. These include having enough staff, good mental health support, and leaders who listen. Other important parts are work-life balance and being happy at work. Having safe, healthy working conditions also matters.
All of these factors affect how an employee feels. If workers feel supported and valued, they are more likely to stay. When organizations address these employee pain points, they can lower turnover. These strategies can also raise morale and result in better care to patients.
This isn’t just about keeping staff on the job. It’s also about creating a positive workplace. Workers should feel safe, respected, and motivated. When healthcare organizations do this, they keep more staff. They also save money on hiring and are likely to provide patients better care overall.
Why Retention Is So Hard in Healthcare Today
High Turnover Rates Are Driven by Preventable Factors
Most people who work in healthcare leave their jobs by choice. This means they decide to quit on their own, not because they are fired. Some move to a new city. Others choose a new job or career. Some go back to school. Many retire when they are ready. These are all normal and personal reasons to leave a job.
But some people leave for reasons that can be fixed. For example, they may not like their work schedule. They might have a long drive to work each day. Some feel they are not paid enough. Many leave because the workload is too heavy. This happens a lot when there are not enough staff members to share the work. When jobs feel too stressful or overwhelming, people are more likely to quit.
Data from the NSI National Health Care Retention & RN Staffing Report clearly shows this. Almost 80% of people leave voluntarily. The main reasons why? Workload and scheduling.
Replacing a physician or a nurse costs a lot of time and money. It can take months, in fact, to hire and onboard for these roles. By taking care of these issues, however, things can change. Organizations can improve staff retention in healthcare. In turn, they will also reduce the burdens of turnover.
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Schedule Your Free ConsultationBurnout and Staffing Shortages Create a Vicious Cycle
When there aren’t enough workers, the problem gets worse. Staff begin to feel tired, stressed, and worn out. This is called burnout. Burnout makes people want to quit their jobs. They might want to leave their current hospital or clinic. Some want to leave healthcare completely.
Studies show that many nurses are asked to take care of too many patients at once. Some nurses have double or even triple the numbers of patients considered safe to care for. This puts them in a tough and unsafe situation. It also makes burnout happen faster. When people feel overwhelmed for too long, they often feel like they have no choice but to leave.
The International Journal of Africa Nursing Sciences study shows something interesting. “The process of recruitment takes long…replacing staff does not take anything less than three months. The remaining will have to continue with the same workload.”
This cycle is a big problem. It shows why keeping enough staff is so important. When there aren’t enough nurses or doctors, patients can get hurt, and their lives can be at risk. It also makes it harder to keep staff from leaving.
Fixing these problems takes a few steps. Hospitals and clinics need a plan for staffing. They also need to give mental health support to their employees. Good leaders are important, too. When staff have less stress, they are happier. They can handle their work better. This helps stop the cycle of people quitting.
Strategy 1 - Maintain Safe, Adequate Staffing Levels
Evidence That Overwork Pushes Nurses to Leave
Large workloads are a major driver for nurse turnover. JAMA Network has published research to show that. This research found that high nurse-to-patient ratios have a direct impact. It contributes to burnout and increased patient mortality. Plus, there are more staff departures.
Nurses who were given more patients than recommended had negative experiences. Ideally, the nurse-to-patient ratio is 1:1 or 1:2. Ratios of 1:4 or 1:6 bring on physical exhaustion. In addition, it can cause more mental stress and moral distress.
These unsafe staffing levels make burnout unavoidable. This is even true among nurses who are committed to their jobs. Hospitals that watch and adjust staffing ratios can improve patient outcomes. They also see reductions in turnover.
Doctors Also Leave When Workloads Are Excessive
High turnover isn't just a problem with nurses. Physicians are facing similar challenges. Organizations wonder how to retain employees in healthcare.
Studies show that doctors may have lower job satisfaction due to workload pressure. Poor working conditions add to that. This leads to them wanting to leave clinical practice.
Junior doctors are particularly at risk. They tend to have longer hours and a higher administrative burden. They also often have a higher patient load This will affect their engagement and motivation.
Excessive workloads create a ripple effect. Doctors leave, which increases the burden on other staff. Now, those staff members get burned out, and they ultimately leave.
Addressing a workload balance is important for short-term healthcare employee retention and long-term stability.
What Leaders Can Do
Healthcare leaders can address all of this and fix it. Some of the best employee retention strategies in healthcare include:
Workload Audits - Take a look at how many patients each staff member manages. Then, adjust as needed.
Use Float Pool Staffing - Have a pool of trained staff available. Use those people to fill the gaps when there is high demand.
Set Patient Load Caps - Set a limit on patient assignments. This prevents excessive workloads.
Have Transparent Staffing Policies - Ensure staff know what is expected. Offer backup support when needed.
By managing staffing, it's easier to reduce burnout. It's also easier to improve employee satisfaction. Staff also stay. Safe workloads don't just benefit staff. They also improve patient care. This creates a win-win scenario.
Strategy 2 - Strengthen Mental Health and Wellness Support
Mental Health Programs Directly Improve Retention
Offer access to counseling and meditation apps. Wellness programs improve employee retention in healthcare, too. Research shows that employees with these resources are more engaged. They also have higher levels of job satisfaction. Plus, they are less likely to leave.
Mental health support benefits both employees and employers. Organizations with support available see fewer call-offs. They also see lower turnover and healthcare costs.
These programs include:
Confidential counseling sessions or Employee Assistance Programs (EAPs)
Stress management workshops or digital mindfulness tools
Peer support programs or mental health check-ins
Investing in these programs sends a strong message to staff. It says that the organization values them. When companies take action like this, it shows they recognize the importance of mental health.
Reduce Burnout Through Safer Work Conditions
Mental health support is boosted when used with other methods. One of these is improving the work environment. Nurses are happier when staffing shortages are taken care of. They feel the same when workloads are managed and safety concerns are minimized.
Burnout is the leading cause of people quitting healthcare jobs. This means organizations that use these methods are likely to see more employees stay. They do this by having safe staffing ratios. They also offer ergonomic workspaces. Consistent scheduling also helps.
Strategy 3 - Build a Culture That Supports Work-Life Balance
Work-Life Balance Is One of the Strongest Predictors of Staying
Research shows that work-life balance is linked to nurse retention. BMC Nursing published a study about this. It showed that nurses are more likely to stay when they have a set schedule. Flexible shifts and having personal time also played into this.
Leadership was also a key factor here. This shows that supportive leaders can improve the positive effects of work-life balance.
Practical work-life balance includes:
Flexible scheduling that accommodates personal commitments
Rotational shifts that allow for predictable off-days
Improved paid time off (PTO) management to ensure rest and recovery
Encouragement from leadership to have balance between work and personal life
Using these practices can improve job satisfaction. It can also reduce burnout and build loyalty.
Doctors Stay Longer When They Feel Personally Embedded
Doctors stay longer when they feel embedded in their personal lives. Research shows that outside-of-work social connections are a key part of job embeddedness and help doctors stay longer in their roles.
Support networks and mentorship programs help. They give a sense of belonging. So do social engagement opportunities. Doctors and nurses who feel supported are better in high-pressure situations. They are also less likely to consider leaving.
Strategy 4 - Invest in High-Quality Leadership at Every Level
Professional, Supportive Leadership Reduces Turnover
A study was published by BMC Health Services Research.
It looked at healthcare staff who saw their leaders as professional and supportive. These people were less likely to leave their jobs. Supportive leaders listen to staff concerns. They also help solve problems and protect them from certain demands.
Practices that show supportive leadership include:
Regular check-ins to discuss workload and challenges
Offering solutions or adjustments to reduce stress
Recognizing achievements and celebrating milestones
Providing constructive feedback and professional growth opportunities
Supportive leaders create a culture where employees feel valued. They also feel safe and motivated to stay. This directly impacts employee retention. It’s also a way to reduce employee turnover in healthcare.
Transformational Leadership Predicts Retention
Transformational leaders inspire staff. They motivate beyond day-to-day tasks. Research supports this. It shows that leaders who mentor and coach can improve retention. This applies to all levels of staff.
Transformational leadership focuses on:
A shared vision and commitment to patient care
Encouraging new ideas and problem-solving
Mentoring and developing future leaders
Staff are happier when their leaders are visible. They want to be able to approach their leaders. They want their leaders to be invested in their success. Happy staff also feel more connected to the organization. This can reduce turnover.
Policies and Governance Matter Too
The review points out that a lot of the pressure on hospital doctors comes from outside the hospital itself. Some of the studies talk about confusing governance setups, chronic budget limits, and hospitals that simply don’t have enough people on staff. Others mention that constant rule changes and administrative requirements make the job harder than it needs to be.
In a few countries, even immigration rules and limits on who can enter certain training programs end up driving turnover. These bigger, system-level issues sit above any one workplace and shape the retention problem in their own way.
Strategy 5 - Improve Job Satisfaction to Reduce Intent to Leave
Job Satisfaction Helps Keep Nurses in Their Jobs
Studies show why nurses are more likely to stay. It's when they feel happy and connected to their work. A 2023 review looked at 34 studies. It found that different age groups care about different things. However, job satisfaction mattered to everyone.
Examples of what different people care about:
Baby Boomers often like clear rules. They want steady jobs and to be appreciated for loyalty.
Generation X often wants freedom to do their work. They want chances to grow. They also want a healthy work-life balance.
Millennials and Gen Z often want meaningful work. They want flexible schedules and chances to move up.
Healthcare leaders need to understand this. Then, they can make a plan to help keep everyone happy.
Feeling Safe and Supported Matters Too
Another study from JAMA Network Open found other information. Unsafe and stressful work conditions also make nurses want to leave.
In 2023:
41% of nurses said their workplace was understaffed
43.4% experienced violence at work
Almost 1/3 planned to leave their workplace within a year
Hospitals can help employees stay by:
Making sure staffing levels are safe
Protecting workers from harm
Thanking and rewarding team members
Creating a workplace where people feel heard and respected
When employees feel safe, supported, and valued, they are much more likely to stay.
Make Job Satisfaction Programs for Different Generations
Hospitals can design programs that fit what different age groups want. Ideas include:
Flexible schedules
Mentorship and coaching
Clear steps for career growth
Employee surveys to learn what staff need
Training programs that fit each career stage
Team-building and peer recognition
Honest, clear communication about changes
When leaders focus on job satisfaction, they can lower turnover. They can also keep trusted, experienced staff in the organization.
Strategy 6 - Reduce Administrative Burdens and Improve Working Conditions
Fixing Bad Working Conditions Helps People Stay
Research shows that heavy workloads and unsafe conditions push people to leave. For example, young doctors often feel burned out when they face too much work and not enough support. This makes them lose motivation and think about quitting.
Healthcare organizations can improve conditions by:
Cutting down on extra paperwork
Making shift handoffs smoother and safer
Using technology that makes everyday tasks easier
Hiring enough staff so workers do not burn out
These changes help keep employees and improve patient care at the same time.
Remove Rules and Policies That Make Doctors Want to Leave
Doctors often leave because of confusing or unfair rules, contracts, or policies. Studies show that problems like low funding, unclear expectations, strict training rules, or weak leadership can make doctors quit.
Hospitals can fix these problems by:
Making contracts and job expectations clear
Creating fair, supportive policies
Cutting useless rules or red tape
Strengthening leadership and decision-making
When doctors feel that rules are fair and their jobs are stable, they are more likely to stay long-term.
Make Administrative Tasks Easier
Too many administrative tasks can make employees feel frustrated or unappreciated. Hospitals can reduce this pressure by:
Improving electronic health records (EHRs) to cut down on repeated data entry
Using clear checklists and standard protocols
Automating scheduling and reminders
Having administrative workers handle non-clinical tasks
These steps help workers save time, reduce mistakes, and feel more valued. This supports better retention and better patient care.
Worried About Employee Retention?
Want to make sure your employee retention plan will work? Get in touch for a free consultation today with an experienced HR consultant.
Schedule Your Free ConsultationHealthcare Retention Improves When Staff Are Protected, Supported, and Valued
Many things can make staff want to stay at a hospital or clinic. Research shows that the biggest reasons are simple and easy to understand:
Enough staff: When there are enough nurses on each shift, everyone feels safer and less stressed. Staff is not as tired, and they can give better care.
Good mental health support: Healthcare is hard work. When hospitals offer counseling, stress programs, or quiet places to rest, nurses feel cared for and more likely to stay.
Strong leadership: Workers stay longer when their managers listen, communicate clearly, and treat everyone with respect.
Job satisfaction: If workers feel proud of their work and know their efforts matter, it boosts their happiness and makes them want to continue working there.
Work-life balance: Workers stay longer when they have schedules that let them rest, see their families, and live their lives outside of work.
These areas are all important, but a hospital does not need to fix everything at once. Even improving one of these areas can make a clear, measurable difference in how long nurses stay.
Health systems can start small. They can test one idea-like better schedules or a new support program-on a single unit. Then they can measure what changes, see what worked, and slowly grow the program across the whole hospital. Small pilots lead to real progress.
Do you need help with employee retention? Reach out to Hidden Gem Career Counseling for a free consultation.
