Scarce Advancement Opportunities
According to research, 51% of healthcare workers are of the opinion that lack of advancement opportunities posed a significant challenge in their previous or current position. Among nurses, the number was slightly lower: 49% of nurses identified advancement opportunities as a challenge, as opposed to 52% of other healthcare professionals.
Extreme Work Overload
According to a survey by the CareerBuilder, every healthcare organisation in the country is facing shortage of providers— especially when it comes to nurses. 40% of healthcare workers were of the view that they felt challenged at their current jobs by the work overload; the statistics jumped over to 48% when the pool was restricted only to nurses. The survey also indicated a key turnover issue among healthcare workers taking on additional responsibilities above their comfort level. This provider shortage translates to the fact that fewer staff members must divide a significant workload, pushing some employees to the verge of exhaustion, considerably decreasing job satisfaction.
Underprivileged Organizational Culture
Poor organizational culture was cited as a challenge by 37% of respondents, with 41% of nurses calling it a problem compared to 34% of other healthcare professionals. Factors that contribute to cultures — such as the liberty for innovation, autonomy in an employee’s position and flexible work shifts— were listed as available by less than 50% of employees in all cases, while on a quarter of healthcare workers thought the opportunity for innovation was encouraged at their institutions. CareerBuilder concluded that offering such programs plays a huge role in recruitment and retention, as well as making employees aware of available opportunities.
40% of healthcare employees advocated that poor salary was an issue at their jobs. Researchers from CareerBuilder found it interesting that salary was ranked low; while 40% identified the problem as a major challenge, almost as many people (37%) said the poor culture of the organisation was a challenge. While administrators might assume that salary is the number one driver behind employee retention, the results suggest otherwise, i.e., creating a favourable work environment where employees are encouraged to achieve goals is more important than providing competitive pay. For nurses, the poor salary was less of an issue, with 35% of nurses citing salary as a problem compared to 42% of other healthcare workers.