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Struggling to Retain Top-Level Executives? It’s Time to Rethink Their Workload

Few industries are more demanding or more stressful than health care. In fact, most industries don’t even approach the potential for burnout that healthcare professionals deal with every day. For top-level executives in medical fields, the ever-changing landscape of the industry combined with its inherent complexity is a recipe for rapid overload. Are you struggling to keep your organization’s executives satisfied and stable? Here’s how you can rethink their workload for greater longevity.

1. Consolidate their workload

Traditionally, medical officers at healthcare facilities have been expected to tackle big-picture administrative issues while also balancing a clinical workload. Though you need your CMO to remain informed and connected with the medical side of their job, it may be impossible for them to maintain a full clinical workload and perform well with their executive duties. By encouraging them to delegate clinical and medical tasks to other members of their team, you allow your executives to focus on leadership without burning out.

2. Let your executives control their schedule

Though the image of a successful executive often includes working long into the night and weekends, retaining such a leader (while continuing to get good results out of their work) is uncertain at best. Like all workers, healthcare executives have personal needs and families, and they need a good work/life balance to sustain their productivity. Though you want to get as much as possible out of each member of your organization, pushing your leaders to stray too far into overtime hours is a good way to lose them.

3. Review your compensation plan

Though compensation is not as important to job satisfaction as you might think, you won’t be able to retain talented, top-level executives if they are not fairly paid. Since high-level employees are more likely to be aware of industry trends than anyone else, they will know if their salary and compensation are not on par with their peers at other facilities. If you want to prevent employee turnover, periodically review your compensation plan even if you have not heard complaints.

4. Demand fair treatment across the board

Every organization was founded and built by someone. In fact, the leaders and the board of your company might consist of several of these big players. Though it’s natural to give these leaders credit for their efforts, they should not be allowed to overshadow the input of new members. After all, business is driven by innovation, and you need new insight in order to thrive. If you ignore newer additions to the team and consistently favor certain employees over others, the lack of appreciation will lead many to leave your organization behind.

Finding executives who can handle a heavy workload while balancing their personal needs should be your top priority – it is for us! At UHC Solutions, we have over two decades of insight into executive staffing needs in healthcare. Our expert recruiters are ready to help your organization craft a staffing strategy that meets your needs now and into the future. Contact our top healthcare recruiters today to learn more about our services.

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Unlock the Latest Salary Trends in Community Healthcare

Download UHC Solutions’ Salary Guide eBook for 2024 salary ranges, key data, insights, and more.