Research Paper on High Turnover Rate in Health Care: Causes, Impact, & Solutions

Introduction

In the past years, health care organization has faced a vital challenge of a high turnover rate. Most experienced practitioners take the highest percentage of turnover. This has become a critical problem in improving the quality of health care. Additionally, an organization that experiences a high turnover rate incurs a lot of costs as it tries to hire new employees. The essay reviews the position and roles in team organization, evaluate turnover and retention, and ways to improve the challenge.

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Team Organization

In an organization, a team is an essential concept which influences internal performance. Effective performance of a team is based on how principles are exercised based on their roles. A manager is a crucial position that regulates how activities are conducted in the group (West et al., 2019). In a team, a manager is required to organize how other members of the board conduct their operations. Board of directors is another position in the group that may assist in reviewing the issue.

The board should be made of members, practitioners in health care, due to direct connection with their colleagues (An & Meier, 2019). Research experts will assist in data collection through the application of various statistical methods. Additionally, the team will require a director who assists in the implementation of policies which are needed for the research. Finally, the team needs a data analyst to assist in evaluating information to determine the cause of the problem in the health center.

Retention and Turnover

According to the results, in 2010, the retention rate was 93 %, while in 2017; it had reduced to 65%. In 2010, the turnover rate was as low as 3 % (West et al., 2019). However, the trend in the turnover rate increased up to 14 % in 2017. On the other hand, the staffing budget in 2010 was $3,250,000, but in 2017, it reduced to $1,600,000(An & Meier, 2019). Based on the data provided, the retention rate was high, and the turnover rate was low when the organization was deploying a large staffing budget. As the staffing budget reduces, the retention rate decreased, and the turnover rate increased.

Managerial and leadership strategies have a significant role in changing the trend of workers retention and turnover (Ingersoll, May & Collins, 2019). For instance, the lack of attractive and competitive advantage in the health care center may increase a high turnover rate. Through the approach, practitioners may prefer to leave the job and go search for a better living. Lack of good condition between workers and management is another factor that may trigger the challenge (West et al., 2019). This condition affects how workers participate in activities such as decision-making process. Additionally, the lack of practical approaches, which encourages employees' recognition, is another aspect that may trigger the challenge.

If the employees are not recognized and awarded, there is a high chance that they may engage in turnover (An & Meier, 2019). As a regional health information management director, I would encourage health care management to establish policies which will help workers to remain loyal to the organization. In this case, health care may develop rewards to motivate workers during their operations. Additionally, I would encourage the management to create a healthy environment where workers can share and communicate with management about their problems.

Action Plan for Improvement

An action planning activity is an essential system that assists leaders to develop more approach toward workers welfare. Based on the high turnover rate in health care, it is crucial to have a clear action plan (West et al., 2019). There are several recommendations which can be involved in the action plan. First, the development of retention goals to ensure the health care center sets a percentage number rate of turnover. Deploying employee survey to identify factors is valuable for their stay (Ingersoll, May & Collins, 2019). This approach will help the organization to understand more about employees' needs.

Establishing retention measures such as an agreement to protect the company's interest is another key recommendation. Creating a manager support system which will ensure employees are allocated roles based on their ability is a crucial aspect in controlling high turnover rate. Finally, establishing a system will encourage the employment of different people regarding regardless of their ethnicity (An & Meier, 2019). Additionally, the company should deploy an equality system which allows gives all people a chance to receive promotions and reward without looking on their cultural background.

Conclusion

In conclusion, the high turnover rate has become a critical challenge in improving organization performance. Leaders have a vital role in establishing policies which will increase the rate of retention. Lack of motivation is one of the significant challenges increases the turnover rate in most organization. Additionally, managers are supposed to deploy an active approach, which will ensure all employees are accommodated in the organization to reduce the turnover rate.

References

An, S. H., & Meier, K. J. (2019). Optimal turnover rates and performance in public organizations: Theoretical expectations. Available at SSRN 3404997.

Ingersoll, R., May, H., & Collins, G. (2019). Recruitment, employment, retention and the minority teacher shortage. Education policy analysis archives, 27, 37.

West, C., Ricks, J., Strachan, C., Iacono, J., & Shay, C. (2019). Factors that influence recruitment and retention.