How Provider Recruitment can Advocate Change for Advanced Practice Provider Turnover & Retention
Advanced Practice Provider (APP) recruitment and retention can be challenging issues for healthcare organizations. High turnover rates can be caused by a variety of factors, including the following:
Not utilizing their skills correctly: APPs are highly skilled and educated professionals, and they expect to use their full scope of knowledge and abilities in their role. If they feel that they are not being utilized to their full potential, they may become frustrated and seek other opportunities.
Not valuing their input: APPs often have valuable insights and perspectives to share with the healthcare team. If their input is not valued or respected, they may feel undervalued and seek employment elsewhere.
Lacking orientation: Proper orientation and onboarding are essential for any new employee, but it is particularly important for APPs. They need to understand the culture, policies, and procedures of the organization to be able to effectively contribute to patient care.
Lack of support: APPs need support from their colleagues and superiors to be able to provide high-quality care to their patients. If they feel that they are not being supported, they may become overwhelmed or burnt out, leading to high turnover rates.
As an internal provider recruiter, you serve as an advisor to your service lines for attracting and retaining talent. You also have a unique position to collect feedback. 1) If a service line is struggling with high turnover, APPs will most likely seek out other opportunities within the organization to transfer roles. During this time, you can collect feedback for why they are seeking a new opportunity. 2) Involving the APPs in your recruitment efforts and interviewing processes can help build trust and open conversations as to what challenges they are experiencing. 3) Oftentimes, external candidates will share feedback from peers who work internally at your organization.
It is important to respect confidentiality, but if you are able to share unidentifiable feedback to leadership for why they are experience turnover, you can make the recommendations for mitigating those issues. Here are some strategies to suggest to service line leaders that can help prevent turnover and help retain APPs:
Provide a supportive work environment: Creating a positive work culture and providing a supportive work environment can go a long way in reducing APP turnover. This can include providing opportunities for professional development, recognizing their contributions, and fostering open communication.
Offer competitive compensation and benefits: Offering competitive compensation and benefits can be a powerful tool for attracting and retaining APPs. This includes not only salary but also benefits such as health insurance, retirement plans, and paid time off.
Provide opportunities for advancement: APPs are highly skilled and educated professionals who want opportunities for growth and advancement. Healthcare organizations can provide these opportunities through ongoing training and education, leadership development programs, and opportunities to take on additional responsibilities.
Support work-life balance: APPs, like all healthcare professionals, need to maintain a healthy work-life balance to avoid burnout and turnover. Providing flexible scheduling, adequate vacation time, and resources for managing stress can help support work-life balance.
Foster a collaborative work environment: APPs work closely with other healthcare professionals, and a collaborative work environment can help prevent turnover. Encouraging teamwork, open communication, and respect for all members of the healthcare team can help foster a positive work environment.
By implementing these strategies, healthcare organizations can reduce turnover among APPs and create a more positive work environment for all members of the healthcare team.
LinkedIn Profile: (17) Diana Parks, MA-I/O, PHR | LinkedIn