Retaining Healing Hands: A Transnational Study on Job Retention Interventions for the Healthcare Workforce

• Published in: Qualitative health research 2024-11, Vol.34 (13), p.1351-1366
• Main Authors: Boone, Anke, Lavreysen, Olivia, De Vries, Neeltje, De Winter, Peter, Mazzucco, Walter, Matranga, Domenica, Maniscalco, Laura, Miceli, Silvana, Savatteri, Alessandra, Kowalska, Małgorzata, Szemik, Szymon, Baranski, Kamil, Godderis, Lode
• Format: Article
• Language: English
• Subjects: Academic guidance counseling; Delphi Technique; Employee retention; Employment contracts; Female; Financial incentives; Healing; Health care industry; Health Personnel - organization & administration; Health Personnel - psychology; Health Workforce - organization & administration; Humans; Infrastructure; Interdisciplinary aspects; Intervention; Job Satisfaction; Job Security; Leadership; Legislation; Male; Medical personnel; Monetary incentives; Motivation; Organizational factors; Personnel Turnover; Policy making; Qualitative Research; Support groups; Workforce; Workshops
• ISSN: 1049-7323; 1552-7557
• DOI: 10.1177/10497323241254253

Healthcare organizations worldwide face challenges in retaining their healthcare workforce, with individual and organizational factors influencing their intentions to leave. This study conducted eight online co-creation workshops and four Delphi sessions to gain qualitative and in-depth insights into job retention interventions, involving healthcare workers, hospital managers, and policymakers. A thematic analysis was conducted, resulting in multiple interventions that were clustered in four pre-defined themes: professional and personal support, education, financial incentives, and regulatory measures. Professional and personal support interventions included regular interprofessional team meetings, leadership training programs, self-scheduling and sabbaticals, support for administrative and non-clinical work, and the provision of psychological counselling. Educational interventions encompassed facilitating development opportunities, periodic evaluations, onboarding, mentorship programs, and peer support groups. Financial incentives included the provision of competitive salaries, adequate infrastructure, extra benefits, transport possibilities, and permanent employment contracts. Regulatory measures addressed the need for complementary legislation across various levels, fixed healthcare worker-to-patient ratio, and instruments to monitor workload. To optimize retention strategies, healthcare organizations should tailor these interventions to address the unique factors influencing their workforce’s intentions to leave within their specific context. The study concludes that combining personal and professional support, educational opportunities, financial incentives, and regulatory measures is necessary because there is no one-size-fits-all solution.