Strategies for Improving Staff Retention in the Healthcare Sector

This report analyzes the critical issue of staff retention within the healthcare sector, examining its impact on organizational performance and productivity. It delves into the causes of employee turnover, including factors like workload, poor management, and lack of skilled workforce, highlighting both internal and external influences such as system inefficiencies, organizational structure, political and economic trends, and technological advancements. The report emphasizes the importance of effective leadership and management styles, such as motivation, communication, and relationship-building, to mitigate staff turnover. It proposes a strategic plan based on healthcare strategy theory, advocating for improved engagement, education, and recognition to foster a positive work environment and increase employee retention rates. The study underscores the need for healthcare organizations to understand and address the needs of their workforce to ensure long-term success.

ASSESSMENT
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
Analyzing poor retention issue and its effects on performance of company..............................3
Internal and external factors that are causing this issue..............................................................5
Vision and strategic plan, based on healthcare strategy theory, to resolve the workplace issue 7
PART 2............................................................................................................................................8
Skills theory suggests a leader would need to have....................................................................8
Scoring self..................................................................................................................................9
Personal learning plan...............................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Employees’ turnover refers numbers of workers who leave company and this issue affects
performance and image of company (Nie, Lämsä and Pučėtaitė, 2018). This study is going to
discuss some reasons of staff turnover issue in healthcare sector along with its impacts on overall
performance of company. It will further discuss some reasons of poor staff retention problems as
on the basis of reasons and causes, better actions and strategies can be developed to decrease
problem. It will discuss some internal and external factors that lead to this problem such as poor
strategy, structure, political instability, environmental factors, technological changes and others.
This study will discuss effectiveness of leadership and management and how the best strategy of
leadership and management can solve problems that their company is facing.
PART 1
Analyzing poor retention issue and its effects on performance of company
Poor retention is one of the main organizational problems that can affect overall
performance and productivity of the company. There are several reasons that may cause to this
problem. But one of the main reasons in healthcare is unavailability of skilled workforces,
workload, poor management and leadership style. A way of performing function of an
organization helps company in improving working environment. But a poor working
environment leads to staff turnover rate. For Healthcare sector to be able to have developed
running and improvement it is very essential to make sure that there are right actions and
functioning which the leaders are planning to be able to function successfully. Healthcare sector
is facing this issue to the great extent because of work load and unhealthy working environment.
This poor retention of staff in healthcare sector can have several negative impacts on
overall performance of this sector. Some negative impacts that this issue can have include:
Distraction: dissatisfied employees in healthcare sector gets distracted from their tasks.
Due to lack of staff, they have to work for longer hours due to which they become frustrated and
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irritated and for making themselves feel refreshed they use internet and social media that
distracts them from their work. It affects patients’ health and may also lead to patient stay rate in
hospitals (Leeand Ha-Brookshire, 2017).
Image of company: when employees leave their organization then it affects image of the
company. Customers find difficulties in believing or trusting that can lead to poor sales. In the
context of healthcare sector it can be said that when employees do not stay with hospital then it
creates negative image in the mind of people and they are less likely to trust and visit hospitals. It
can affect their sales and can also create barriers in accomplishing goals.
For developing strategies it is important to identify reasons of issues and one of the main
common issue and area on which healthcare sector needs to focus the most is leadership and
management. There are several styles of leading and managing employees such as: contingency,
trait, transformational, servant and functional. For better leadership there is requirement of
performing main functions of leadership such as:
Motivation: In this context it can be said that motivations plays a vital role in developing
staff maintenance rate. When employees are being motivated then they are more likely to stay
with firm and also help company in accomplishing their goals. So, it is important for healthcare
sector to motivate employees with financial rewards like bonus, incentive and other non-
financial rewards such as promotion, appreciation and others (Alkhateri and et.al., 2018). When
employees are being appreciated on the basis of their performance then it makes them feel
valued and boost their confidence. They are then more likely to focus on their performance.
Leadership to life in health: Leadership is one of the main key of success of healthcare sector.
Leadership in healthcare makes nurses and professionals able to perform their functions in an
effective manner. This effectiveness is beneficial for patients as well. Implementation of an
effective leadership in healthcare sector makes patients and all members feel valued and
motivated towards accomplishing their goals. Other main features and advantages if bringing
leadership to life in healthcare is: it engages others, helps professionals in leading themselves
and help in achieving positive outcomes.
Communication: Communication is other area that can help healthcare sector in solving
this problem. For this it is important for leadership to interact with employees in an effective
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manner. When employees have proper and detailed information then they are less likely to
commit mistakes. It can boost their morale and can improve staff retention rate.
Relationship: Relationship is other main area that can also help leaders of healthcare
sector in decreasing staff turnover rate. For this, it is important for manager and leaders to
improve relation with employees and it can be done by working with them in a team at same
level. When managers and leaders work with their employees in a team and support them in
improving their performance as well as career development then it also makes them feel valued.
Valued employees are less likely to leave organization (Zheng, Wu and Xie, 2017).
So, from the above discussed all areas and functions of leadership and management it can
be said that, staff turnover rate problem can be decreased in healthcare sector that can improve
overall performance.
Internal and external factors that are causing this issue
There are some internal and external factors that cause this poor staff retention issue in
healthcare sector. Some internal factors that may lead and cause this issue are:
System: It refers a way in which employees perform functions and when system of an
organization is not effective and up to the mark then it can impact on employees’ performance.
So, it is important for healthcare sector to have an effective system for communication and
performing functions that can lead to improved performance. As a leader of healthcare sector it is
important to make sure that system that hospital is using is effective and all employees are aware
about it (Kieny and et.al., 2017). They also need to make sure that employees are comfortable
with the current system and whether it can help them out in improving their performance or not.
Structure: Structure is other main internal factor that can affect overall performance of
healthcare sector. An organizational structure helps employees in communicating with their
colleagues, managers and leaders. It should be developed in a manner that can make employees
feel motivated and aware about all information. Hierarchical organizational structure is
appropriate for healthcare sector as with this structure, employees can find easier in interacting
and getting detailed information as what they have to do, what they are expected to do and others
(Engelhardt, 2017).
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Skills: Skills is known as the main strength of healthcare sector and internal factor that
can also cause poor retention problem. If healthcare sector does not have skilled workforces then
employees may find problems in dealing with patients. Due to lack of skills, it can increase
errors that may de-motivate them. Demotivated employees become frustrated, and they are less
likely to stay with the company. Employees have to be trained from time to time in order to
make sure that there are right functioning and improvement which is being done in the company
which is going to make sure that the sector is being able to have higher operations (Chai, Hwang
and Joo, 2017).
External factors are going to have an impact on the working of the healthcare sector as
well which needs to be analyzed and implemented effective for higher functioning and
improvement.
Political and economic trends: Newspapers and news channels are raising their voice to
be able to have higher satisfaction level for the healthcare employees. The recruitment is being
done of the best but those best are not being treated well which has to be improved and made
sure that there are right requirements which are being taken place. Flexibility, training and
development and workforce benefits have to be provided so that there are going to be improved
processes and development which would be existing.
Regulatory compliance: Approaches for protecting the patients and importance to the
healthcare sector is being provided so that there is going to be effective strategies that are being
used in this industry (Thompson and Miller, 2018). Environment for the workforce has to be
strong so that there are right strategies which are being followed and failure of working is going
to reduce so that there are advanced functioning and monitoring which is going to be existing.
Technologies enhancement: Technological changes is making the working of the
employees be higher which must be controlled in order to make sure that there are going to be
higher efforts from the employees side as well. Planning, execution and monitoring has to be
stronger for the company to have so that the failure of working is going to reduce which is a
great factor for the overall working.
Social influence: The food delivery for the patients is not on time which is going to make
the health factor be affected and it is very important for the employees to have the right training
and development so that there is going to be advanced effective which is going to be current.
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Cleanliness of the environment in which the workforce of healthcare sector is operating it is very
important for them to match the expectation of the industry (Currie and Spyridonidis, 2019).
Discipline of the company has to be high and innovation can take place in this sector so that
there is going to be more findings which can be made.
Vision and strategic plan, based on healthcare strategy theory, to resolve the workplace
issue
Healthcare industry are very precious so that there would be higher functioning and
operations which would be current. To make sure that the retention level in healthcare is high the
sector has to understand the basic demands of the workforce as well. The motivation level of the
workforce which is present in the healthcare sector is very low because of a lot of factor. There is
no flexibility and no understanding and sympathy for them which is present by the management.
Leaders must be able to use the right methods and strategies to be able to find a balance which is
going to be a great factor. Autocratic leadership style is being used in healthcare sector but the
company has to make sure that they are being able to make the right working (Bruno,
Dell’Aversana and Zunino, 2017). Autocratic is not going to include the ideas and discussion
with the workforce which the company is having but it is important to make sure that there are
right working and functioning which is going to be present for a long run. Vision of leaders is to
make the sector be able to develop effectively so that there are going to be higher functioning
and improvement which are taking place.
Team working of the employees has to be present so that there are developed
understanding and working which is going to be existing (Haque, Fernando and Caputi, 2019).
Competition in this industry is increasing as well which is that the recognition which are present
have to be done well and encouragement for all the workforce has to be present so that there are
going to be higher operations. Improve engagement has to be higher as well so that there is going
to be good communication and make sure that there are correct activities which are being taken.
Education and learning which is present for the workforce in this field is huge and this has to be
improved effectively so that there are developed operative and upgrading which is going to be
present (Nzinga, McGivern and English, 2018). Candidates of this industry have to have a good
experience so that they would be able to make sure that the experience of the workforce is going
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to be stronger which is good for the reputation of this industry and make the right changes as
well which is a very important aspect which is going to be present. Vision and strategies have to
match by the leaders to be able to have a stable working and processing of this industry which is
highly beneficial for a long run which is going to be a great factor for the general occupied which
is going to be existing.
Leaders have to make sure that they are monitoring the workforce from time to time as
well so that if they require any kind of help then that can be provided to the employees on time.
It is important to make sure that there are effective retention level which is present in hospitals of
employees so that this sector would be able to develop and grow effectively which is a very
essential factor for a long run (Scholz, Gordon and Happell, 2017). Though the working of
employees is going to be low and doctors have to be the major work but the environment in
which they are working can not be positive all the period which is why it is significant for the
leaders to make sure that this is taking place effectively. Right benefits are to be provided to the
workforce of this industry and make the transparency be higher so that the technological and
other changes coming in the industry can be higher which is going to make the satisfaction level
of the employees be higher.
PART 2
Skills theory suggests a leader would need to have
To be able to achieve higher retention level it is important for the leader to make sure that
they are taking the right actions and planning which is going to be helpful to be able to have
higher functioning. Retention level of the employees can be improved which is going to make
the satisfaction level be present and also make the best outcomes be present for better working
which is going to be present (Spehar and et.al., 2017). It is important that there is good
understanding but it is not important for the leaders to include them in the decision making.
Healthcare industry’s backbone are to make sure that there are right actions and improvement
which is going to take place. Healthcare in the market have to make sure that there is going to be
providing advanced services and satisfaction level to the customers so that there would be better
operations and stability which is current (Shahab, Sobari and Udin, 2018).
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Flexibility and scheduling for employees has to be higher and make sure that there is
good comfort level which is present as well. Culture of the company is going to be higher as well
which is going to make the selectively higher beginning. Employees have to be praised from
time to time so that the motivation level is going to be higher and make sure that the road
mapping is clear for themselves and the workforce which is going to make sure that there is
going to be higher recognition which is existing (Byrne, Stratford and Davidson, 2018).
Satisfaction of the patients is not high from the healthcare industry is because their lifestyles
have changes and if there are not going to be changes coming in effectively and the training is
not done well by the leaders then that is going to impact the organization in a lot of ways
possible.
Scoring self
I do not have the right skills of communication, team working and problem solving which
are very essential and needs to be developed to be able to have a stable job in healthcare sector
which is going to make sure that there are correct activities and improvement which have been
taken place. It is important for the company to make sure that there is going to be higher
functioning and improvement which is going to be present so that there are better operations
which are going to take place. Critical thinking is very good in me which is why creativity is
present from my point of view for the industry to be able to have the best outcomes (Kieny and
et.al., 2017). There are a lot of skills which are going to be required in an individual to be able to
have a stable operations and working which would make sure that there are accurate activities
and improvement which is present. healthcare industry is developing as well which has to be
well analyzed and worked upon which is going to make sure that there are right functioning and
operations that are present so that there is good stability (Akerjordet, Furunes and Haver, 2018).
Self management is another very essential factor which i have in me and that is going to
help me be able to work effectively. The concept and analytic skills are being identified which is
going to make sure that the backbone and other successful factors are present in the working
which is a great factor for the overall working. Employees of healthcare industry are going to
make the satisfaction level of the healthcare be present which is good for the reputation and
standards of the industry (Engelhardt, 2017). Patients have to have the best of services and
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quality of living has to be matched as well so that there would be better processes and working
which is current so that there is going to be better acts and occupied.
Personal learning plan
Skills Time line Activities Measurements
Communicatio
n
2 weeks To be able to have higher
communication there are
lecture and sharing of
experience which is going to
be present so that there are
higher functioning and
improvement which would be
present.
Outcome and revenue of the
sector is going to make sure
that there is effective
communication. The
company is also going to
make monitoring and
analyzing of each employees
be present so that there are
going to be better operations
that are present.
Problem
solving
3 weeks There is a requirement of good
brainstorming which is
required in this field which is
going to make sure that the
solution are going to be higher
(Fealy and et.al., 2018).
Implementation of working has
to be strong and make the
working be higher as well for
which i will be under going a
lot of different tasks to be able
to make sure that there are
right actions and improvement
which is present for a long run.
Evaluation is going to be
done by the seniors in the
healthcare sector and that is
going to make sure that
there are right working
which i have developed.
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Team working 5 weeks For team working there has to
be good understanding and
good psychological factors as
well which is required so that
there are higher functioning.
Board games and other
simulations are going to be
practices by me so that i would
be able to make this skill be
strong in me which is going to
be good for my own
development for a long run.
team working in healthcare
sector is very important which
is going to make sure that there
are right actions which are
taking place.
There are self assessment
questionnaires which are
going to be attended by me
so that i would be able to
find out more about myself
and develop accordingly.
Feedback from peers and
managers is very important
and observation of job and
working has to be present
(Islam, Ahmed and Ali,
2019). KPI is another very
important factor which can
be used in order to be able to
have better operations and
working which is going to
be existing.
CONCLUSION
From above discussion, it has concluded that healthcare industry has to be higher which
is going to make sure that the industry is being able to have higher satisfaction from the patient
which are coming in. Leaders have to make sure that there are accurate schedules and
improvement which are taking place so that there is going to be developed satisfaction and
development which is present. Self improvement in the leaders also has to be present so that
there is going to be higher processes and improvement which firm would have so that there are
better improvement and the industry will be able to grow in the market also effectively.
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REFERENCES
Books and Journals
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review and future research agenda. Journal of advanced nursing, 74(7), pp.1505-1516.
Alkhateri, A.S. and et.al., 2018. The Impact of perceived supervisor support on employees
turnover intention: The Mediating role of job satisfaction and affective organizational
commitment. International Business Management. 12(7). pp.477-492.
Bruno, A., Dell’Aversana, G. and Zunino, A., 2017. Customer orientation and leadership in the
health service sector: the role of workplace social support. Frontiers in psychology. 8.
p.1920.
Byrne, L., Stratford, A. and Davidson, L., 2018. The global need for lived experience
leadership. Psychiatric Rehabilitation Journal. 41(1). p.76.
Chai, D.S., Hwang, S.J. and Joo, B.K., 2017. Transformational leadership and organizational
commitment in teams: The mediating roles of shared vision and team-goal
commitment. Performance Improvement Quarterly. 30(2). pp.137-158.
Currie, G. and Spyridonidis, D., 2019. Sharing leadership for diffusion of innovation in
professionalized settings. Human Relations. 72(7). pp.1209-1233.
Engelhardt, M.A., 2017. Hitching healthcare to the chain: An introduction to blockchain
technology in the healthcare sector. Technology Innovation Management
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Fealy, G.M and et.al., 2018. Developing and sustaining specialist and advanced practice roles in
nursing and midwifery: a discourse on enablers and barriers. Journal of clinical
nursing. 27(19-20). pp.3797-3809.
Haque, A., Fernando, M. and Caputi, P., 2019. The relationship between responsible leadership
and organisational commitment and the mediating effect of employee turnover
intentions: An empirical study with Australian employees. Journal of Business
Ethics. 156(3). pp.759-774.
Islam, T., Ahmed, I. and Ali, G., 2019. Effects of ethical leadership on bullying and voice
behavior among nurses: mediating role of organizational identification, poor working
condition and workload. Leadership in Health Services. 32(1). pp.2-17.
Kieny, M.P. and et.al., 2017. Strengthening health systems for universal health coverage and
sustainable development. Bulletin of the World Health Organization. 95(7). p.537.
Lee, S.H. and Ha-Brookshire, J., 2017. Ethical climate and job attitude in fashion retail
employees’ turnover intention, and perceived organizational sustainability performance:
A cross-sectional study. Sustainability. 9(3). p.465.
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