\u201cI\u2019m putting in my two weeks’ notice.\u201d <\/p>\n\n\n\n
The scene that usually follows is fueled by panic and adrenaline. Administrators typically call everyone they can to fill the gaping holes in their schedule, frantically text HR to start recruiting again,<\/em> and reach out to pricey agencies meant for emergencies<\/em>. <\/p>\n\n\n\n The problem? These emergencies are happening constantly. <\/p>\n\n\n\n Nobody wants their staff to leave, but in the midst of widespread healthcare burnout, exhaustion, and overwork, more healthcare workers are turning in their badges and leaving in search of a more sustainable work-life balance. <\/p>\n\n\n\n Conversations about burnout and turnover certainly aren\u2019t new, but ongoing changes in healthcare have exemplified just how dire a situation it really is. <\/p>\n\n\n\n There\u2019s been one thing that\u2019s missing from the conversation.<\/p>\n\n\n\n We need to shift away from reacting to burnout and turnover to proactively implementing tangible actions before<\/em> the resignation letter hits. <\/p>\n\n\n\n A staff member\u2019s resignation letter might come as a shock to you, but the reality is that most leaders are missing the obvious warning signs leading up to the two-week notice. <\/p>\n\n\n\n More callouts, fewer breaks, more exhaustion. <\/p>\n\n\n\n Healthcare burnout is cumulative. The impact of one too many shifts, not enough PTO, and little appreciation all add up until it inevitably reaches a breaking point. <\/p>\n\n\n\n Most healthcare workers don\u2019t want<\/em> to leave their jobs; they feel like they have to in order to maintain a work-life balance. <\/p>\n\n\n\n So the decision you can make? Reduce burnout-inducing scenarios before they accumulate.<\/p>\n\n\n\n In 2025, Medely polled<\/a> nurses and health professionals on the issues that eventually tally up and lead to burnout. The top answers included: <\/p>\n\n\n\n If your reaction was, \u201cWe don\u2019t have the budget for that,\u201d we understand. The biggest change you can make actually costs you nothing.<\/p>\n\n\n\n The issue that scored the highest, with 72.2% of nurses and health professionals citing it, was lack of appreciation. <\/p>\n\n\n\n Healthcare workers face a complicated balancing act. <\/p>\n\n\n\n The care and compassion needed to treat patients can take a toll on healthcare workers. If the only recognition healthcare workers receive is more shifts, it\u2019s a surefire way to guarantee burnout. <\/p>\n\n\n\n Appreciation can be shown with something as small as telling them they\u2019re doing a good job. Some other steps include: <\/p>\n\n\n\n We know that you can\u2019t rush that process of filling a role, but the inevitable impact of an unfilled role will cost you. <\/p>\n\n\n\n According to NSI<\/a>, \u201cthe average cost of turnover for a bedside RN is $60,090, resulting in the average hospital losing between $4.2m \u2013 $6.2m.\u201d This includes fees for recruiting and training new full-time staff, but before the role is filled, it has to get covered somehow.\u00a0<\/p>\n\n\n\n This usually results in one of two options. <\/p>\n\n\n\n Your budget gets thrown out the window as relying on high-cost agencies becomes the only option. On top of the cost of recruiting and training a new hire, you\u2019ve shelled out thousands of dollars to get the shift covered with no end in sight.<\/p>\n\n\n\n The second option is to rely on your full-time staff to fill the gaps. <\/p>\n\n\n\n At first glance, this appears to be the more financially viable option, but there\u2019s still an invisible cost that\u2019s accrued. <\/p>\n\n\n\n Every time a full-time staff member has to cover that opening, they\u2019re inching closer and closer to healthcare burnout. This can be an okay short-term solution, but long-term, it\u2019s a recipe for turnover. <\/p>\n\n\n\n As soon as you get that open position filled, you\u2019re back in the exact same position when that go-to staff member you relied on a little too heavily is now gone because they were asked to take on too much. <\/p>\n\n\n\n It\u2019s a common misconception that contingent labor can be expensive, but using it proactively instead of reactively can not only reduce the cost, but also create a work environment that reduces burnout.<\/p>\n\n\n\n Flexible staffing models<\/a> aren\u2019t a new fad. They offer predictable, adaptable coverage that adjusts to real-time demand.\u00a0<\/p>\n\n\n\n Most leaders are under the impression that hiring more full-time staff is always the best financial scenario, but what about when you have a lull in cases? Full-time staff are now on the floor \u201cjust in case,\u201d even though staffing ratios are solid.<\/p>\n\n\n\n Flexible models account for this, whereas outdated healthcare staffing is built on rigid models that require consistency in an industry that always has natural ebbs and flows. <\/p>\n\n\n\n A flexible model allows for those changes in advance. Medely\u2019s Talent Fusion<\/a> offers this flexibility in a way that makes sense for the natural fluctuations.\u00a0<\/p>\n\n\n\n When your facility is fully staffed, you can rely on your full-time staff to take care of things. When flu season hits or the end of the year is approaching, you can send out as-needed shifts to credentialed, pre-vetted nurses and health professionals in your area to get quick coverage.<\/p>\n\n\n\n Utilizing per diem nurses and health professionals is healthcare burnout prevention. Instead of relying on full-time staff to work overtime or forego their PTO, they can enjoy their time off while you know your floor is in good hands. <\/p>\n\n\n\n Gone are the days when flexibility was just a nice-to-have. Nurses and health professionals today are now requiring flexibility. <\/p>\n\n\n\n It might not be in the way you think, though. <\/p>\n\n\n\n Flexibility<\/a> has expanded to mean more than just being able to choose when you work. Now, flexibility means different things to different people.\u00a0<\/p>\n\n\n\nProblem #1: Healthcare burnout is detected too late <\/strong><\/h2>\n\n\n\n
Decision #1: Reduce causes of healthcare burnout before they even start <\/strong><\/h3>\n\n\n\n
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Problem #2: Your roles are taking too long to fill <\/strong><\/h2>\n\n\n\n
Decision #2: Build in flexible models before turnover hits <\/strong><\/h3>\n\n\n\n
Problem #3: Flexibility is the new currency <\/strong><\/h2>\n\n\n\n