Executive Summary

The healthcare sector is facing unprecedented challenges in the years following the most severe stages of the COVID-19 pandemic. Workforce issues such as burnout, high C-Suite turnover, and evolving demands post-pandemic are at the top of healthcare administrators’ concerns. These environmental factors are placing immense pressure on healthcare organizations and will reshape the traditional landscape of healthcare delivery and workforce management. Within these massive challenges lies opportunity for innovation to revolutionize the methods in which a healthcare workforce can be designed, nurtured, and deployed. This paper examines these environmental challenges and presents effective strategies and solutions to mitigate their impact.

Understanding the Challenges

Staffing Shortages Present Before COVID-19 Are Worse …and There’s No Improvement In Sight

The COVID-19 pandemic further exacerbated a known problem in healthcare: staffing shortages. According to a report published in Becker’s, the overall nursing turnover rate in 2021 increased 8.4% to 27.1% from the previous year, putting further financial strain on healthcare operations.

Additionally, the aging baby boomer population, entering their late-50’s to mid-70’s, is poised to place enormous strain on already constricted resources within healthcare. As the demand for care rises to a yet unforeseen norm, it is paramount that a corresponding amount of providers enter the workforce.

Unfortunately, that’s not expected to happen.

According to Kindcare, the shortage is driven by factors including the greater need and intensity for care required by the aging baby boomer population, the current healthcare workforce aging and retiring, fewer skilled workers entering the healthcare field, and an increase in chronic health issues.

The Association of American Medical Colleges (AAMC) has highlighted a projected shortfall of 37,800 to 124,000 physicians by 2034, which includes both primary care physicians and specialists. This shortage is attributed to a combination of the growing and aging population needing more care and the aging workforce of physicians nearing retirement.

Furthermore, the impact of baby boomers on healthcare extends beyond physician shortages. This generation is more likely to have chronic diseases and require long-term care, which, combined with the retirement of healthcare workers, exacerbates the shortage. This generation is more likely to have chronic diseases and require long-term care, which, combined with the retirement of healthcare workers, exacerbates the shortage.

Burnout in Healthcare Professionals

Burnout, characterized by emotional exhaustion, depersonalization, and a sense of reduced accomplishment, is alarmingly prevalent among healthcare workers. This not only affects their mental health but also compromises patient care quality. Nearly half, 46%, of all health workers reported often feeling burned out in 2022, up from 32% in 2018 (Source: CDC).

Acknowledgement from the federal government of the imminent threat to healthcare due to burnout has come in many forms, with commentary from United States Surgeon General, Vivek Murthy, characterizing the situation as a “crisis”

“Many of our health care workers are in crisis. We have burnout rates that have gone through the roof. We have people in medicine and nursing who are talking about leaving the profession in greater numbers than they ever have. It presents a real threat to public health of our country"

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Post-Pandemic Impacts

The COVID-19 pandemic brought permanent changes to healthcare, from telemedicine to altered patient expectations. Additionally, the pandemic crushed the financial health of healthcare facilities and systems across the United States. Hospitals experienced a total loss of over $200 billion because of an estimated 45% decrease in operating revenue (Source: National Institutes of Health). Years removed from the worst of the pandemic, the operational effects are still being felt with service lines being shuttered, units closing, and points of care being pulled out of high-need populations due to the bottom-line impacts of COVID-19. Healthcare providers must adapt to these changes to ensure efficient and effective care delivery.

C-Suite Turnover

High turnover rates among healthcare executives destabilize organizational strategies and impede long-term planning, further exacerbating existing challenges. According to Thaxton Leadership, 36 hospital CEO’sleft their posts in the first four months of 2023, an 80% increase from the year prior. Compounding the issue of turnover in the c-suite is the lack of succession planning being a widely-adopted best practice. According to the American Hospital Association, 49% of hospitals do not have a succession plan, leaving the workforce beneath the C-Suite vulnerable to additional organizational turbulence.

Possible Solutions

Addressing the previous challenges requires a multifaceted approach, including technological innovation, flexible scheduling models, cross-training staff, and much more. It’s crucial for the healthcare industry to plan ahead and implement strategies to mitigate staffing shortages and ensure that the aging population receives the necessary care.

Technology and Innovation

The Gig Economy model, first seen widely in industries such as food delivery and ride-share, is picking up steam in healthcare, and technology platforms are catching up to meet demand. For hospitals and health systems around the country, deploying technology solutions to improve workforce management is seen as a critical step to reducing overall operating costs and maintaining coverage in a supply-constrained environment that is expected to continue to degrade.

According to Becker’s Healthcare, healthcare systems such as Mercy and Henry Ford Health System have adopted technology platforms to deploy unique labor models to provide flexibility to their core staff in order to retain coverage.

These technologies showcase a new ability to provide visibility into coverage, transparency of cost, and even forecast potential supply/demand imbalances within a workforce. By providing valuable insights into these important buckets of labor management, hospitals can feel empowered that the employee they’re placing in a coverage gap is the right employee, at the right time, at the right cost.

Healthcare workforce management platforms like Trio Shifts were designed not just with the healthcare system’s financial health in mind, but also with clinician satisfaction at the forefront. The need to provide a simple, digital, mobile-first method for clinicians to pick up shifts on-demand will only grow in the coming years.

Tailored Workforce Strategies with Employee Engagement and Wellbeing in Mind

Creating an atmosphere in which employees feel empowered to choose when, how, and where they work is paramount in today’s healthcare environment. A few options to address this could include:

1. Flexible Scheduling and Work Arrangements: Offering flexible work hours, telehealth roles, and part- time positions can help clinicians manage their work-life balance better. This flexibility can reduce burnout and increase job satisfaction.
2. Professional Development Opportunities: Investing in continuous education, training programs, and leadership development for clinicians can foster a sense of growth and empowerment. Encouraging participation in conferences, workshops, and further education helps clinicians stay at the forefront of medical advancements.
3. Enhanced Communication Channels: Establishing open lines of communication between clinicians and management can foster a sense of belonging and empowerment. Regular town hall meetings, suggestion boxes, and direct access to leadership can help clinicians feel heard and involved in decision-making.
4. Succession Planning: To address the turbulence caused by c-suite turnover, succession planning is a critical component to consider within a workforce that is seeing record levels of turnover. According to a survey conducted by Hireology.com

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Wellness and Support Programs

Focusing on wellness and support programs is essential for healthcare systems aiming to enhance the well-being and resilience of their workforce, particularly in the challenging post-COVID-19 landscape. Here are three innovative ideas healthcare systems could consider implementing:

• Comprehensive Wellness Platforms:
  Develop and deploy a digital wellness platform tailored specifically for healthcare professionals. This platform could offer a range of resources, including:
  • Access to mental health services, such as online therapy sessions and support groups, focusing on topics like stress management, coping with loss, and dealing with burnout.
  • Physical wellness resources, including virtual fitness classes, nutritional guidance, an sleep health programs
  • Self-assessment tools for mental health and burnout, enabling clinicians to monitor their well-being and receive personalized recommendations for care.
  • Integration with wearable technology to track physical health metrics and provide data-driven insights for personal wellness. This platform can serve as a one-stop-shop for healthcare workers to access a variety of support services, emphasizing convenience and confidentiality.
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• Peer Support and Mentorship Programs:
  ‍Establish a peer support system that pairs healthcare workers with trained peers who can offer emotional support, guidance, and counseling. This program could include:
  • Training for peer supporters on how to provide effective, empathetic support and recognize when to refer colleagues to professional mental health services.
  • Mentorship opportunities that match less experienced clinicians with seasoned professionals to navigate career challenges, work-life balance, and professional development.
  • Regular check-in meetings and support circles where clinicians can share experiences, challenges, and coping strategies in a safe, confidential environment. Peer support and mentorship can foster a culture of empathy, resilience, and community among healthcare workers, reducing feelings of isolation and burnout.
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• Resilience Training and Mindfulness Programs:
  Implement programs aimed at building resilience
  and promoting mindfulness among healthcare professionals. These could include:
  • Workshops and seminars on resilience training, teaching strategies to manage stress, adapt to change, and maintain a positive outlook in the face of adversity.
  • Mindfulness and meditation sessions, offered both in-person and virtually, to help clinicians practice mindfulness, reduce stress, and improve their focus and emotional well-being.
  • Incorporation of mindfulness practices into daily routines, encouraging moments of pause and reflection throughout the workday. These initiatives can equip healthcare workers with the tools and techniques to manage stress more effectively, improve their mental health, and enhance their overall quality of life.

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Summary

As healthcare navigates through the turbulence left in the wake of the COVID-19 pandemic, it finds itself at a critical crossroads. The challenges of burnout, staffing shortages, high C-Suite turnover, and evolving post-pandemic demands have undeniably placed a significant strain on healthcare organizations. However, within these challenges lies a golden opportunity for transformation and innovation that can not only mitigate current issues but also set a new standard for healthcare delivery and workforce management.

The strategies and solutions presented in this paper—ranging from leveraging technology and innovation, implementing flexible scheduling, fostering professional development, to enhancing wellness and support programs—highlight a comprehensive approach to addressing the multifaceted challenges faced by the healthcare workforce. By embracing these solutions, healthcare organizations can transform their workforce challenges into opportunities for growth, resilience, and excellence.

In moving forward, it is imperative for healthcare leaders to prioritize the well-being and empowerment of their workforce. The adoption of tailored workforce strategies that consider the needs of both employees and patients will be instrumental in achieving a sustainable healthcare ecosystem. Succession planning and enhanced communication channels will play a crucial role in stabilizing leadership and ensuring continuity in organizational strategies.

Moreover, the focus on wellness and support programs underscores the recognition that the healthcare workforce’s health is foundational to providing quality patient care. By investing in the mental, emotional, and physical well-being of healthcare professionals, organizations can cultivate an environment where employees feel valued, supported, and motivated to excel.

The road to recovery and transformation in the post-pandemic era will undoubtedly be challenging. However, by viewing these challenges as opportunities for innovation, healthcare organizations can pave the way for a resilient, empowered, and future-ready healthcare workforce. This approach will not only enhance the quality of care provided to patients but also ensure the long-term sustainability and success of healthcare systems globally.

The future of healthcare lies in the hands of those willing to innovate, adapt, and champion the cause of their workforce. By turning the tide on workforce challenges and embracing a new paradigm of healthcare delivery and management, we can look forward to a brighter, more resilient future for healthcare systems and the communities they serve.‍

To see how partnering with AHSA can help reduce your contingent workforce spend, contact us today at sales@ahsa.com!