Workforce Development: Building a Future for Healthcare
When healthcare leaders are asked, “What keeps you up at night?” the answer is often the same: workforce shortages. These shortages are not just a temporary hurdle—they represent an ongoing and increasing challenge. The U.S. recently reached a significant milestone, with more adults over the age of 18 than under, signaling a growing aging population that will require more healthcare services. This demographic shift emphasizes the urgent need for a robust and sustainable healthcare workforce.
But the reality is stark. As the demand for healthcare workers rises, fewer individuals are entering healthcare-related fields. The surge of the travel industry in healthcare, while addressing short-term gaps, has brought chaos and skyrocketing costs to many organizations. Contingent workers serve a purpose, but they are not the long-term solution.
A Community-Focused Solution
One viable long-term solution is developing your workforce from within the community. While this approach requires time and investment, it can create a sustainable pipeline of skilled professionals to meet organizational needs.
Start by asking your frontline leaders two essential questions:
“Who needs help now?”
“Who will need help in three to five years?”
The answers will often highlight the immediate and future workforce gaps across your organization.
Building a Workforce Pipeline
Once you understand your organization’s needs, the next step is to evaluate the resources available within your community:
Does your organization have a scholarship fund to support education in healthcare?
Is there a local institute of higher learning offering degree programs tailored to your needs?
Are there current employees who might be interested in pursuing healthcare degrees?
For roles not requiring degrees, what innovative recruitment strategies can be employed?
The U.S. nursing shortage is a prime example of the critical need for workforce development. To meet this growing demand, healthcare organizations must focus on building a pipeline of bedside nurses and nursing educators.
Scholarship Programs: A Strategic Start
Developing a scholarship program for nursing or other clinical roles can be an excellent first step. Many healthcare organizations offer scholarships tied to employment agreements, but the key to success lies in creating programs that inspire recipients to stay beyond the terms of the agreement.
For example, consider offering scholarships that allow recipients to work full-time, count clinical hours as part of their employment, and receive additional support like paid study time. These programs can be life-changing, not just for the recipients but for their families, fostering loyalty and long-term retention.
The Financial Perspective
While these initiatives may seem expensive, consider the alternative. The cost of an associate degree for a registered nurse is about $15,000 annually, while hiring a travel nurse can cost an organization upwards of $200,000 per year. Other difficult-to-fill roles, such as Medical Laboratory Scientists or Imaging Technologists, also come with steep costs. Investing in scholarships and workforce development programs becomes a much more affordable—and sustainable—solution.
Beyond Scholarships
In addition to scholarships, organizations can enhance workforce development by offering:
Robust tuition reimbursement programs for both clinical and non-clinical roles, such as cybersecurity, finance, or HVAC.
Mentorship and coaching programs to foster professional growth and job satisfaction.
Career ladders that provide clear pathways for advancement.
Flexible work arrangements to accommodate employees’ changing personal needs.
Advancing Entry-Level Employees
Entry-level positions, such as food services or environmental services, often serve as stepping stones for ambitious individuals. By promoting advancement opportunities and providing clear pathways, organizations can attract motivated candidates who see these roles as a chance to grow their careers.
For example, a team member in environmental services might aspire to move into patient access. With the right training and support, organizations can help these individuals achieve their goals while building a stronger, more loyal workforce.
The Bigger Picture
Workforce development is not just about filling roles—it’s about transforming lives and communities. By offering opportunities for career advancement and financial stability, healthcare organizations can create a ripple effect of positive change that extends beyond their walls.
If your organization lacks the resources to start a program, consider reaching out to the community. Partnerships with local businesses, grants, religious organizations, and philanthropists can provide the funding needed to launch initiatives that uplift entire communities.
Building a Workforce for the Future
Workforce development is one of the most rewarding aspects of leadership. By investing in the growth and success of your team, you not only secure your organization’s future but also contribute to the well-being of countless individuals and families.
It’s time to shift the narrative from workforce shortages to workforce opportunities. Let’s build a future where healthcare organizations are supported by strong, community-driven pipelines of talented professionals.