...the fear of being let go has been
replaced by the desire to develop in
one’s career, perhaps leading to a
more interesting or challenging job
Demand for Labor is Greater Than Our Supply of It
Because the United States has a predominantly service-based
economy, the U.S. Bureau of Labor Statistics also tells us
“Jobs in health care and social assistance are expected
to drive most of the job growth during this period” (The
Work Institute, 2018). It also offers the fact that “Health
care and social assistance jobs will account for more than
one-third of jobs added and represent more than 55%
of the fastest-growing occupations” (The Work Institute,
2018). However, even as the demand for new employee
candidates has risen, their numbers have not increased
or even kept up the same pace.
A Lower Employed Population
As a result of the worker shortage it is likely that employers
will keep employees they would otherwise have let go—
filling open positions will become even more difficult. The
Work Institute cautions us that “Not as many people
participate in the workforce as they did 20 years ago, and
participation is decreasing. The employment population
ratio, the percent of the population employed in the
workforce, is currently at about 60%. During the Great
Recession, this ratio sank to about 58%. It was averaging
over 64% around the turn of the century. Not everyone
in the population can work, so as this figure continues to
grow, the labor pool shrinks” (Work Institute, 2018).
The Unemployment Rate Is Ever Lower
We are reaching a state of full employment where nearly
everyone who can and wants to work does so. McKnight’s
Long-Term Care News describes the difficulty that this
situating is creating for healthcare, especially for organization
across the continuum of care. A 2018 article tells
readers that “For places like Denver where the current
unemployment rate is an incredibly low 2.8%, ‘full
employment’ means both a booming economy and a
particularly difficult market for retaining team members
who care for older adults. Across our state and nation, the
large baby boomer population is continuing to age” (Keller,
2018), further exacerbating the need and the problem.
Seven Common Reasons
People Leave Healthcare Jobs
If healthcare organizations are going to have an impact
on turnover, they must get a handle on the reasons staff
members are leaving. Below are some of the most common
justifications for a voluntary employee departure, as well
as some of the solutions healthcare organizations may
want to consider for them.
1. CAREER
DEVELOPMENT
In the aftermath of our economic recovery, the fear of
being let go has been replaced by the desire to develop
in one’s career, perhaps leading to a more interesting or
challenging job, as well as to a more desired workplace. As
options for career change become more widely available,
healthcare organizations should get to know their employees
better—specifically their goals, aspirations, and needs—in
order to retain essential workers and caregivers. Providing
staff with career development opportunities and a path
for advancement demonstrates commitment to employee
growth and progress and can encourage engagement.