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| The Monthly Pulse |
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| Strengthening the Health Care Workforce - Strategies for Now, Near and Far
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| The Story |
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| A strong workforce is essential to a quality healthcare system, but the sector has seen significant labor challenges in recent years. Amid staffing shortages, hospitals and healthcare systems must support their workforce’s current needs while preparing them for tomorrow and laying the foundation for a stronger future. The American Hospital Association has developed an in-depth guide to help hospitals address challenges and embrace new opportunities to strengthen their workforce. |
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| What You Should Know |
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| The AHA’s guide proposes a three-pronged approach to strengthening the workforce. To address their needs now, hospitals are encouraged to focus on creating a culture of healing, deploying creative staffing strategies, adopting technology solutions, and meeting current data needs. In the near term, healthcare organizations should update care model design, technology integrations, and leadership training and development. Finally, to support future success, hospitals should build an educational pathway structure, promote healthcare career interest, and perform workforce strategic planning.
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| Healthcare labor shortage predicted by 2028, with uneven state impacts: report
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| The Story |
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| A new study reveals that healthcare workforce trends and an aging population will contribute to a significant labor shortage by 2028. More than 100,000 roles may go unfilled, with certain states and specialties seeing greater challenges than others. Meanwhile, other regions and specialties are likely to see a surplus of workers.
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| What You Should Know |
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| According to projections, the number of physicians and registered nurses is expected to grow over the next several years, likely with a surplus by 2028. But certain states, including New York, Texas, and California, will continue to see healthcare shortages. Nurse practitioners are expected to grow rapidly, whereas nursing assistants will face shortages. Experts note that employers should focus on preventing burnout before it happens by focusing on employee wellness strategies, and that those in hot markets may need to adjust compensation strategies to attract in-demand talent from other regions.
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| AAPPR Board Corner: Same Message; Different Delivery |
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| The Story |
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| When we think of diversity and inclusion, race and gender are among the first factors that come to mind. But it’s also important that we’re considering information processing when we think about inclusivity. Members of your workforce have different learning approaches, and tailoring your communications can help ensure your message is received and your employees feel valued. |
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| What You Should Know |
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| One way to ensure employees of all learning styles feel included in communications is to simply ask their preferred method. Some may respond well to emails, while others may prefer meetings. Next, make sure the intent of your communication is always clear, whether there’s a task that must be completed or it’s for informational purposes. Lastly, always give written guidelines and expectations, even following verbal conversations, so that everyone stays on track and can refer back to information as needed.
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| Leadership Reflections |
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Vendor Relationships
Over the past year, I have evaluated several key vendor relationships. These evaluations served as a valuable reminder of the importance of periodically reviewing factors such as pricing, customer service, and expertise. I highly value strong relationships, and therefore, do not advocate for changing vendors frequently. However, a review cycle every three to five years is a prudent approach. Below, I outline the three primary factors that influence my vendor review process.
Pricing is important to all of our organizations. When you have a strong relationship with a vendor, pricing can gradually become less competitive, often due to a lack of regular review. Without periodic evaluations, pricing may drift away from market standards. Red flags include a lack of visibility into competitive quotes and reviews that consistently result in retaining the same vendor without adequate consideration of alternatives. In general, unless there are other pressing concerns, my rule of thumb is that pricing needs to be at least 5-10% more favorable to justify switching vendors.
Customer service is another area that can be overlooked, especially in long-standing relationships. It’s crucial to define and hold vendors accountable through Service Level Agreements (SLAs), which clarify roles, responsibilities, and response times. Changes in vendor personnel can sometimes negatively impact these service commitments, so regular monitoring is essential.
Lastly, expertise is what sets key vendors apart as trusted advisors. It's important to evaluate their knowledge and industry involvement. Are they active in professional organizations? Do they stay updated on current trends and industry developments? Are they able to respond to questions quickly and professionally?
Periodic evaluations based on these factors help ensure that vendor relationships remain beneficial and aligned with the organization's needs.
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AAPPR Roundtable - Collaborating for Success: Working Effectively with Other Departments |
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LinkedIn Talent Connect Summit |
| Mon., Oct. 28 - Wed., Oct. 30 |
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| SHRM Inclusion 2024 |
| Mon., Nov. 4 - Thurs., Nov. 7 |
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| AAPPR Live Webinar: Recruitment Marketing & Reactance Presented by PracticeLink |
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| LEAP TA: Healthcare 2024 |
| Tues., Nov. 19 - Wed., Nov. 20 |
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