3 out of 5 nurses are quitting due to COVID-19. What’s one step hospitals can take to stop it?
By the numbers
Amid the worst staffing shortage in decades, 60% of nurses and 20% of physicians say they’re planning to leave their professions as a direct result of the well-being impacts caused by COVID-19. This sea change is projected to cost individual U.S. hospitals an average of $5 million in turnover costs per year–$137 billion dollars in total.
Healthcare worker burnout puts patient care at risk
Healthcare workers need more resources. In a study of 2,000+ frontline nurses, 60% experienced emotional exhaustion and burnout, 42% reported symptoms of depersonalization, and 91% said they were experiencing moderate to high levels of anxiety, depression, and fear due to the pandemic.
What this means
If hospitals and healthcare systems do not look for new ways to improve worker well-being, they may risk decreasing levels of patient care while putting millions of dollars in turnover costs on the line. Research led by the University of Pennsylvania shows that patients suffer worse outcomes and increased mortality rates of up to 20 percent as a direct result of lowered nurse engagement and turnover. On the more positive side of the coin, happier nurses can boost patient care by up to 20%, according to the American Nursing Association.
Why this matters
For leaders at hospitals and health systems, the challenge is clear: mitigate staff turnover to help preserve high-quality patient care. To do so, hospitals must invest meaningfully in healthcare workers’ physical, emotional, and financial well-being. But the reality is that most hospitals in the U.S. are facing financial challenges, so it’s up to their leaders to invest in high-impact programs that directly impact the safety and well-being of their employees while also helping meet organizational goals. Not only can addressing the commute boost worker engagement and loyalty, which mitigates turnover, but it can also add to the hospital bottom line. One study of 23 U.S. hospitals and healthcare systems found that those with more engaged workers resulted in 8% higher net revenue per patient than facilities with lower engagement.
What you can do
Invest in the individual well-being of your employees and see your return on investment grow–and there’s no better place to start than by addressing the commute. Why? 48% of commuters say a poor commute has a significant impact on their job satisfaction, and 80% of Scoop commuters say they feel less stressed on a daily basis, according to 2018 Scoop commuter research. By investing in the employee commute, hospital and healthcare systems can improve safety, reduce stress, and boost employee retention, all while managing parking supply and demand for staff, patients, and visitors.
Want to learn more about how a single commute investment solves for multiple pain points for you and your people?
Register for our upcoming webinar, Adapt and evolve: How hospitals can improve employee retention and patient care by solving the healthcare worker commute. You’ll walk away with data and findings showing why HR leaders of the nation’s top hospitals and healthcare systems have discovered how addressing the healthcare worker commute boosts retention and improves patient outcomes. You can sign up here!