How Partnerships Can Help Overcome Top Recruitment and Retention Challenges

While already at a crisis level, the demand for healthcare workers is projected to continue to grow by nine percent annually through 2030.¹

To overcome this, hospitals are looking for innovative solutions and an integrated care approach beyond focusing solely on recruiting and HR functions.

Learn five advantages of partnership that can help hospitals gain access resources and expertise to help their rehabilitation unit excel, while overcoming today’s top recruitment and retention challenges.

1. Drive program optimization and efficiency

As patient acuity continues to rise, the demand for resources has never been higher. Having a team of local and national experts focused on the latest trends, quality data and best practices enables hospitals to run highly efficient units, ultimately requiring less local resources.

Further, providing multiple post-acute services within a system’s continuum helps patients receive the right form of care at the right time in their care journey and stay for the appropriate amount of time. Providing these services can also free needed acute beds, allow patients to progress in their recovery and lower the risk of readmission.

2. Identify and recruit specialized rehabilitation talent

An established partner will have a team with local and national reach dedicated to recruiting top talent, such as highly-trained therapists, clinicians and social workers. This helps the unit successfully hire individuals that match the culture of the hospital and the specific needs of the community.

Once an individual is hired, it is critical to support their career path by providing training and educational pathways.

3. Best-in-class employee training and education

A recent study found that approximately one in three healthcare workers intend to reduce their work hours, while roughly one in five intend to leave their profession altogether.²  In large part, this is due to many healthcare professionals feeling unprepared to meet the growing need.³  

Supplying the latest educational resources through a dedicated partner helps team members excel within their role, and also helps improve employee satisfaction and retention. 

4. Live out its mission and values through a positive culture

"I've never seen this level of disaffection between clinicians and their employers," said Gerard Brogan, director at National Nurses United.¹ A top factor contributing to this discontent is the lack of connection between team members and a hospital’s mission and values.

When hospital staff align with a company’s mission and values, they are more likely to enjoy their work, resulting in higher productivity levels and engagement. Research highlights mission-driven workers are 54 percent more likely to stay for five years at a company and 30 percent more likely to grow into high performers.⁴

An ideal partner will reflect the hospital’s unique culture and mission, and will help further the mission among employees and the community.

5. A reputation of excellence

An experienced partner provides operational and clinical excellence that helps the program stand out. The additional resources and best practices also fosters greater efficiency, leading to less burnout and more flexibility.

A partner with access to resources that aid in employee personal well-being, also helps a hospital become an employer of choice within their community.

The benefit of partnership

Utilizing resources to boost employee engagement, enhance employee skillsets and foster a positive work environment will continue to be a defining factor among hospitals across the nation. One of the factors that sets successful hospitals apart is their choice to partner with an expert.

Through a history of successful joint-venture partnerships and management agreements, we work with leading hospitals to more effectively meet the needs of their patients, produce excellent outcomes and ultimately foster long-term employee satisfaction.

To learn more, visit KindredRehab.com.

References:

1. Boston-Fleischhauer, C., & Critchleey, N. (2021, November). 6 hard truths about the nursing shortage the entire C-suite needs to know. Advisory Board. Retrieved February 8, 2022, from https://www.advisory.com/blog/2021/11/nursing-shortage
2. Sinsky, C. A., Brown, R. L., Stillman, M. J., & Linzer, M. (2021, December 8). Covid-related stress and work intentions in a sample of US Health Care Workers. Mayo Clinic Proceedings: Innovations, Quality & Outcomes. Retrieved March 29, 2022, from https://www.sciencedirect.com/science/article/pii/S2542454821001260 
3. Berlin, G., Lapointe, M., Murphy, M., & Viscardi, M. (2021, July 1). Nursing in 2021: Retaining the healthcare workforce when we need it most. McKinsey & Company. Retrieved February 8, 2022, from https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/nursing-in-2021-retaining-the-healthcare-workforce-when-we-need-it-most
4. Marie-Claire Ross, G. A. I. C. D. (2018, May 28). 5 reasons why mission-driven leaders are the most successful. LinkedIn. Retrieved October 7, 2021, from https://www.linkedin.com/pulse/5-reasons-why-mission-driven-leaders-most-successful-ross-gaicd/.