As COVID impacts for providers have transitioned from “major” to “minor” (rare, episodic, inconvenient), operations are trending toward pre-pandemic levels. Survey activity for example, is back on a normative course, not entirely infection control focused. Referral volumes are moving up and patients are returning to hospitals for care (medical and surgical). Post-acute transfers are starting to re-occur and patients are looking toward inpatient and outpatient/home care options. Meeting this shifting demand however, has been challenging for many providers in many markets due to labor shortages/availability. COVID realigned the labor market in many ways, shifting folks away from work to home. Accommodating federal/state policies providing enhanced unemployment benefits have made it economically possible for individuals to remain “unemployed or underemployed”. School closures have and limited in-person school and day care options have also negatively impacted labor availability.
The challenge for providers is to redefine employment in ways that respond to shifting market dynamics. The industry will remain in a period of transition throughout the balance of 2021 and perhaps, into early 2022. Attracting labor, meeting staffing demands, and keeping operational flexibility is about re-thinking the work/life equation that existed pre-pandemic. Wage changes are a small part. Flexibility, pay delivery, benefit systems, and staffing matrices all need adjustments and must be go-forward, flexible.
Join us on Wednesday, September 22, 2021, to cover successful staffing ideas from recruitment to compensation to retention. Concepts deployed successfully in other industries will be reviewed and dissected. New concepts used in health care to attract and retain staff will also be discussed. Trends and compensation management practices that increase compensation flexibility but also, mitigate cost-creep will be reviewed.