Staff Retention in Allied Health
While staff retention can be a challenge in all healthcare specialties, it is a critical factor to consider for allied health providers. This group of healthcare professionals works side-by-side with doctors and nurses, ensuring that patients receive comprehensive care, assisting with prevention, diagnosis, and treatment. Because of high turnover rates, it can be a challenge to retain skilled allied health providers, and this article is taking a closer look at the dynamics impacting staff retention.
Why is There a High Turnover in Allied Health?
While each situation is unique, there are industry-wide issues that are affecting staff retention. Some of the factors that are contributing to high turnover include:
- Understaffing: Employee shortages are causing the remaining staff members to experience burnout, since they are trying to keep up with the demand without having sufficient support.
- Stress and Emotional Toll: The demanding nature of allied health services makes team members prone to stress and burnout. The emotional toll has an impact over time, especially when individuals feel like they are lacking support in the workplace.
- Career Advancement: Many allied health providers feel they are stuck in their roles because there are limited options for upward movement in their careers.
- Work-Life Balance: People in this industry are often working long hours and need to maintain irregular schedules, making it challenging to balance work and home.
Other factors that could potentially impact high turnover rates include low compensation, poor benefits packages, and a lack of recognition in the workplace.
Strategies for Improving Retention
Understanding the reasons for turnover is the first step to determining solutions for improving staff retention. The first factor that many organizations look at is the compensation and benefits packages. Offering competitive salaries and generous benefits can motivate people to stay longer.
Additionally, team members want to know that they have opportunities for growth and career advancement. Continuing education and mentorship programs can be effective solutions to reduce the risk of people leaving if they are feeling stagnant in their careers.
At the same time, look for ways to create a supportive work environment, including generous recognition and appreciation. If employees are experiencing a positive and collaborative dynamic in the workplace, then it’s easier to build closer relationships with coworkers and other team members.
Every team should recognize the importance of staff retention. Hiring and training new staff members can cost a lot of time and money, so it makes sense to invest more resources into staff retention.
–Written by Becki Andrus in partnership with hospital corner guard manufacturer CAP Corner Guards