Overcoming the retention crisis in the NHS
Retention issues are a problem everywhere - but are particularly acute in the NHS.
High workloads, limited resources, and long hours cause stress and exhaustion, often prompting talented individuals to seek opportunities elsewhere.
Research by The King's Fund reveals that NHS staff are 50% more likely to experience chronic stress, a major contributor to burnout. The British Medical Journal highlights how burnout significantly affects retaining the NHS workforce, with more staff considering leaving.
Career progression and job satisfaction are also critical for retaining employees in the NHS. Many talented individuals leave the NHS due to a lack of opportunities for advancement or feeling stuck in their careers.
To retain top talent, the NHS must provide clear pathways for career progression, skills development and training opportunities and recognition for achievements and contributions.
Investing in the development of employees can enhance job satisfaction and retention rates within the NHS.
Just 56% of NHS staff feel that their workplace provides fair opportunities for career advancement.
Data source by the King’s Fund Response To NHS Staff Survey 2024 | The King's Fund (kingsfund.org.uk)
8 out of 10 HR decision makers acknowledge a shift and growing demand in their employees' workplace and development expectations
Overcoming the retention crisis in the NHS requires a comprehensive and coordinated effort to improve employee satisfaction and engagement.
The NHS can retain top talent by prioritising employee well-being, fostering a positive work environment and providing career advancement opportunities, to deliver high-quality patient care. Our 2024 research reveals that eight in ten HR decision-makers acknowledge a shift and growing demand in their employees' workplace training and development expectations. This is a fundamental shift in how individuals perceive their career progression and development.
The Apprenticeship Levy is a cost-effective and strategic tool for meeting employee expectations by providing tailored training programmes, facilitating career progression and enhancing skills in the NHS.
This approach meets employee expectations and contributes to the retention of top talent, ultimately supporting the delivery of high-quality patient care.