Healthcare Workforce Retention

Physicians and nurses feel burned out. Their hospital management teams don’t seem to get it. In this survey of ~ 20,000 physicians and nurses across 60 US magnet hospitals, one-third of physicians and one-half of nurses reported experiencing high burnout. Higher burnout was linked with increased physician and nurse turnover, as well as heightened patient safety concerns. Unfortunately, many physicians and nurses don't trust their hospital management teams will improve the situation. Rather than wellness and resilience programs, physicians and nurses want increased nurse staffing and better work environments. Though this survey was conducted during the pandemic (2021), I suspect the results largely hold true today. Healthcare is hard. Inpatient care may be the hardest. It requires aligning teams of healthcare workers and resources to meet patients’ (and their families) complex needs. It takes great physical, mental, and emotional effort, especially within poorly-designed systems. There are no easy answers. Voluntary wellness programs may be useful for some. But they should not distract us from the harder work of redesigning work environments and more appropriately staffing inpatient units. The goal should be enabling clinicians and nurses to provide the types of care they are proud of and that connects them to their work's deep meaning. #healthcareheroes #burnout #healthcareonlinkedin https://lnkd.in/g5zhNbNe

𝐀 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 𝐲𝐨𝐮𝐫 𝐭𝐡𝐨𝐮𝐠𝐡𝐭𝐬 𝐰𝐡𝐞𝐧 𝐩𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐧𝐞𝐱𝐭 𝐫𝐨𝐥𝐞 𝐨𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐦𝐨𝐯𝐞. 📈💼 Many mentees have asked for a framework to help them brainstorm and set career goals. Having faced this myself multiple times, I know that this exercise can be exhausting without a structured approach. Here’s a simple yet powerful framework that has worked for me consistently. 👇 Step 1: Capture your current state in detail (professional only or both professional + personal). ✍️ Step 2: Define your future aspirations without limitations—list everything that comes to mind! 🌠 Step 3: Identify the “swimlanes” that matter to you. These may vary, so be clear on what’s important for you. 🏊♂️ Step 4: Set milestones within each swim lane. For example, if “financial safety” is a swimlane, your milestones could include buying a house, creating a corpus of ₹X crore, etc. 🏠💰 Step 5: Establish timelines. Map out concentric zones with achievable milestones over time. ⏳ Step 6: Track your progress regularly. 📊 Having a mentor can be invaluable here, as they can act as a sounding board, providing guidance and helping you stay aligned with your goals. Having this mental map will significantly help you plan your career transformation. 🌟 I hope this helps! Let me know your thoughts in the comments. 💬 #CareerPlanning #GrowthMindset #CareerTransformation #GoalSetting #Mentorship #Framework

After joining three Town Halls this week, talking to the incredible teams of Gina Mastantuono, Russ Elmer, and Jon Sigler, I’m reminded that top tech talent has more options than ever. To compete, companies need to rethink retention - because a salary alone won’t cut it. The most compelling organizations understand that a few things are key: First, purpose drives performance. Engineers and developers don’t just want to write code - they want to solve meaningful problems in a culture that invites fresh thinking. Whether it’s streamlining emergency response systems or simplifying global HR operations, connecting their work to real-world impact is what keeps people engaged for the long haul. Second, continuous growth is non-negotiable. The best technologists are lifelong learners who crave new challenges (sound familiar?). Upskilling in AI, rotating into stretch roles, or leading cross-functional projects - these opportunities create momentum. Stagnation, on the other hand, is the fastest way to lose your brightest minds. But perhaps most critical? Fostering a culture where innovation thrives. Flexibility matters, but so does psychological safety. The most dynamic teams operate in environments where experimentation is encouraged, failing fast is treated as learning, and ownership is rewarded. When people feel trusted to push boundaries, they’re far more likely to invest their talent - and their future - in your organization. Here’s the truth: Retention isn’t about ping-pong tables or signing bonuses. It’s about building an ecosystem where top performers choose to stay - and grow. At ServiceNow, I’m proud to say we see this play out every day. What’s YOUR secret to keeping great talent? Share your thoughts below. #TechTalent #Leadership #EmployeeExperience

The "war for talent" continues, but many companies are stuck using the same hiring and retention strategies they've relied on for decades. These methods might keep employees a bit longer, but they still leave. Why? Because it's not just about perks or compensation—it's about the experience. A recent, thought-provoking Harvard Business Review article by Ethan Bernstein, Michael Horn and Bob Moesta suggests that employees crave meaningful work, to feel valued, trusted, and have room to grow. After studying job switchers for 15 years, they identified four key reasons for why employees leave: 1. Get out: They're in a toxic environment or feel stuck in a role that doesn’t align with their strengths. 2. Regain control: They need more flexibility or predictability in their work-life balance. 3. Regain alignment: They’re seeking a job where their skills and talents are fully utilized and appreciated. 4. Take the next step: They’re ready for growth and new responsibilities after reaching a milestone. So what can leaders do to create the experiences people actually need? Here are three specific strategies the article suggests: (a) Interview people early: Don't wait until employees are leaving. Have regular, meaningful conversations about their career goals and motivations. (b) Develop “shadow” job descriptions: Go beyond vague or outdated job descriptions—focus on the real day-to-day tasks and experiences that make the role fulfilling. (c) Collaborate with HR: Work with HR to design roles that align both the organization's needs and the employee's personal growth goals. By addressing these deeper factors, companies can reduce costly turnover and build workplaces where people thrive and want to stay. How is your organization aligning employee experience with retention strategies? #leadership #talentdevelopment #employeeexperience #retention #growth #workplaceculture https://lnkd.in/dJzU2aTm

You landed your first job and then what? Most professionals hit pause on goal-setting after getting hired. But that’s exactly when your real growth begins. If you don’t set a direction early, you’ll drift. So today, I’m sharing my complete career goal-setting framework. (Save this guide for future reference) 🟢 Here’s how to build that path: Step 1: Start with your current position - List your daily responsibilities - Identify your key performance metrics - Note areas where you already excel - Spot gaps or improvement areas Step 2: Create SMART goals - Specific: Define clear outcomes - Measurable: Attach success metrics - Achievable: Be realistic - Relevant: Align with your role - Time-bound: Set deadlines Step 3: Build your action plan - Break goals into quarterly targets - Set monthly check-ins - Track progress and adjust as needed - Celebrate small wins Goal examples to focus on: ✅ Short-term (3–6 months): Learn tools, join new projects ✅ Mid-term (6–12 months): Take ownership, build visibility ✅ Long-term (1–3 years): Plan promotion path, develop expertise 📌 Pro tip: Block one hour a week—call it your “career development hour”. Use it to reflect, adjust, and plan ahead. You don’t need to wait for an appraisal to think about your growth. You just need a system. What’s one career goal you’re working on right now? Drop it in the comments, I’d love to hear. #goals #students #career

🎯 Looking for a clear framework to guide your job search? Here are 9 practical steps to build a strategic career transition plan: 1. Assessments: Use tools like Gallup StrengthsFinder or YouMap® to identify your strengths, values, and preferred skills. This insight helps ensure alignment with company culture and roles that match your interests. 2. Leadership Style: Whether you lead teams or contribute individually, prepare to explain how you influence outcomes, especially in today’s hybrid world. 3. Career Story: Write out your full career journey. What prompted each move? What did you learn? Identify patterns and tie them back to your strengths and values. 4. Career Results: Gather your top achievements. Quantify your impact using metrics—%, $, # to shape a strong resume and LinkedIn content. 5. Career Narrative: Can you deliver a compelling 3–5 minute “Tell me about yourself”? Break your story into thirds and note key themes to keep it focused. 6. Resume & LinkedIn: Use your story and results to build a targeted resume. Optimize your LinkedIn profile with keywords and messaging that speaks to your ideal audience. 7. Interview Prep: Deconstruct job descriptions. Craft SOAR stories (Situation, Obstacles, Action, Result) and practice clearly delivering them. 8. Job Search Strategy: Skip the “apply and hope” method. Be intentional. Prioritize relationship-building and outreach over volume. 9. Thought Leadership: What are you known for? Share your insights. Build a personal brand that reflects your expertise and values. — This is the foundation of my upcoming book, "Qualified Isn't Enough," which will be published on 9/9/25. 💡 A strategic search starts with knowing yourself. Take the time to build your foundation before jumping in. 🔗 Here is the link to my Forbes Coaches Council article describing this in more detail: Career Velocity: The Nine-Step System To Help You Win Leadership Roles #CareerVelocity #QualfiedIsntEnough

"I just hit ₹1 crore at 48. Now what?" He asked me this the other day. He had spent years working hard, making smart financial decisions, and now he had reached a major milestone. But instead of celebrating, he felt… stuck. "Do I keep pushing for more? Do I slow down? Should I start something new?" It’s a great question. When you’ve built decades of experience, the next phase isn’t just about financial security—it’s about staying relevant, growing strategically, and making the right career moves before you feel stuck. Here’s how I advised him to plan ahead: 🔹 Plan your next move before you need it – Don’t wait for stagnation. Identify the next role that excites you—one that offers growth, impact, and alignment with your expertise. 🔹 Target leadership roles – If you've built experience, now is the time to position yourself for VP, Director, or CXO-level roles where you drive real change. 🔹 Leverage your network – Keep engaging with industry leaders, recruiters, and peers. Many opportunities are not posted—they’re discussed in closed circles. 🔹 Look beyond job titles – The best roles aren’t always the most obvious ones. Positions that expose you to business strategy, global markets, M&As, or emerging tech can open doors you didn’t expect. 🔹 Have a 3-5 year career roadmap – Where do you want to be? Which industries are growing? Make intentional career moves aligned with future trends. Career planning isn’t just for those starting out. Even at 48, 50, or 55, the right moves can set you up for an even stronger decade ahead. What’s your approach to planning career transitions? Let’s discuss in the comments! 

Words matter, and in medicine, we talk a lot about autonomy and agency. The loss of both is a real crisis in medicine, and we hear physicians cite this as a reason they are exiting clinical medicine, establishing their own practice, or providing limited contracted services only. The passion is still there for many, but the human desire to thrive rather than exist in survival mode is an important consideration. Others have tapped into their intellectual curiosity and entrepreneurial spirits, founding or joining companies that provide value to patients. The list goes on with what physicians are doing today to thrive without being tethered to the fee-for-service revenue model and the culture of medicine as we know it today. We keep saying physicians are losing autonomy, a theme that has been a recurring point in my writing here for a few years, based on the stories shared with me by physicians. What they’ve really lost is agency, the power to act on what they know is right. Autonomy is independence. Agency is influence. A physician can still hold a medical license, chart notes, and sign orders, but if they can’t shape the care model, staffing ratios, workflows, or quality standards, they're practicing medicine inside a box someone else built. Practicing medicine in someone else's box often means suffering in silence. That’s not autonomy, it’s managed dependency. Physicians are being driven out of medicine by betrayal. Productivity demands and metrics override patient outcomes. Administrative mandates can silence clinical judgment. Algorithms and dashboards can replace human discernment. The "system" owners and insurance companies reframe “care” as “cost control.” The people who actually deliver care are often the last ones consulted about how to improve it. You can’t fix throughput when you’ve broken trust. You can’t recruit retention when you’ve removed agency. If you want to improve patient access, give physicians back a seat at the table and a voice in the "business" of medicine. That’s where care quality and safety live. That’s where hope returns. Is it too late to rebuild physician agency? I hope not. 🌟

If you don't know where you're going, any road will get you there. Right now, most people are reacting. Taking whatever comes next. Sending hundreds of applications into AI screening systems and wondering why nothing happens. 75% of resumes get rejected before a human even sees them. That's not a strategy. That's playing the lottery. I developed Career Mapping nearly 15 years ago after watching senior executives struggle to know how to proceed when they lost their jobs. Even the smartest, most accomplished people didn't have a framework. They'd never asked themselves the important questions. This week's video walks through the five elements of Career Mapping: clarifying your rationale, mining your past experiences, identifying aspirations, assessing competencies and gaps, and activating your map. Your career is yours to design. Stop waiting to be tapped on the shoulder. Watch the full episode. https://lnkd.in/gSyZDD4z

Primary care and family medicine face no shortage of challenges. There is a persistent lack of appropriate investment in the primary care function; benefit designs that erect substantial financial barriers between patients and their physicians through copays and deductibles; and the growing demands of an aging population experiencing unprecedented levels of chronic disease. As we close out 2025, however, I want to reflect on an issue that I believe is even more pressing to these goals: physician autonomy. This year, the The Physicians Foundation released its 2025 Survey on Physician Autonomy and Impact on Patient Care, and its findings should concern every policymaker, health system leader, and payer in the country. The data are stark: nine in ten physicians (91%) say that the loss of autonomy is a major threat to U.S. medicine and will worsen—not might worsen—the physician shortage. Seven in ten (71%) know colleagues who have already left the profession because of autonomy loss. Nearly two-thirds (64%) report that limits on autonomy negatively affect the quality and timeliness of patient care, and more than half (57%) say patient satisfaction has declined as a result. Almost three-quarters (73%) report increased stress related to autonomy constraints, with 45% saying these pressures are pushing them toward career changes or early retirement. That first finding bears repeating: more than 90% of physicians believe the erosion of autonomy is actively threatening the U.S. health care system and accelerating workforce shortages. As the Physicians Foundation notes, autonomy erosion is not an abstract concept. It shows up in delayed treatments, reduced time with patients, and care that is less responsive to individual needs. It drives stress, disrupts continuity of care, and accelerates workforce losses as physicians cut back, change careers, or retire early. There are better answers. This practice environment is precisely why so many family physicians are choosing direct primary care. In these models, patients are truly centered, care—not process—is prioritized, and the well-being of both patient and physician matters. All of health care should be striving to create similar environments for primary care: systems free from excessive and failed process requirements, systems focused on patients, and systems that attract physicians rather than drive them away. The Physicians Foundation deserves congratulations for this essential work. It is, in my view, among the most important reports published in 2025—and one that should serve as a call to action for anyone who cares about the future of primary care and American medicine. https://lnkd.in/e9tkv9M7