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Motivation as a way of retaining and attracting medical workers in hospitals


Administrators of medical institutions organize and manage medical companies, private clinics, training programs, and government agencies. In order to get a leading position in the medical field, you need to have the necessary education, having received all the necessary academic degrees. You will need to gain experience by providing medical services and managing employees. Advancement of an administrative career also requires involvement in the medical community, membership in professional communities, as well as the presence of useful connections and acquaintances in the medical field. This article will tell you how to find work in the administration of medical institutions.

Shortage of doctors and medical personnel is a global problem

At the Third Global Forum on Health Human Resources for Health, WHO presented a report in which it gave rather sad numbers. Statistics show that by 2035 around 13 million medical workers will be missed worldwide. Today, this number exceeds 7 million.

In Russia, the deficit issue is no less relevant. In early 2017, Veronika Skvortsova gave far from joyful figures. Even despite the measures taken to eliminate this problem, the shortage of nursing staff in the Russian Federation totals more than 250 thousand people. Doctors - more than 40 thousand. About 10% of doctors leave the Russian healthcare sector annually and only 2% because of retirement. The rest leave for the reason that they are not satisfied with the working conditions or are disappointed in the chosen profession. The President of the National Medical Chamber, Professor Leonid Roshal commented on this problem as follows:

“There is a catastrophe in health care,” said Roshal. - The problem is growing every year. In our country as a whole, beggarly wages. Therefore, many do not go to health care. Many go to private clinics to earn more money. How else to provide for a family? The fee of a doctor in our country varies greatly depending on the regions. The interval is from 14,000 to 80,000 thousand rubles. Well, how can this be in one country ?! The solution to this problem should lie not in a reduction in wages for those who receive 60,000 rubles, but in an increase in those who receive 14,000 rubles. And a good salary is not the only indicator of the attractiveness of a profession.

Low job attractiveness

In 2015, the Ministry of Health conducted a case study among health workers. 15% of health workers are satisfied with their work, both financially and morally. Just over 15% would like to change jobs. 45% of respondents do not want their children to work in medicine.

Many leave without even starting. The most vulnerable point from which potential personnel disappear is medical educational institutions. If all graduates remained to work in healthcare, then, probably, the personnel shortage would have been avoided. But 11% of students do not even plan to work in medicine. A quarter of students plan to work in commercial organizations. 22% say they want to continue their studies in other countries, and 50% of them remain to live and work there.

Municipal health care is suffering from a growing shortage of personnel. What makes health workers turn away from their profession?

  • Inconsistency of salary to spent labor and living conditions in the localities.
  • Cancel the distribution system.
  • Increasing requirements for the quality of medical care amid increased work.
  • Inadequate social security.
  • The decline in the prestige of the profession.

From this it becomes clear where the problem of staff shortages in each individual medical institution originates from. But these statistics are not all. If a specific medical organization has problems with personnel, then it may begin to work on this problem.

The commercial director of one of the companies involved in the analysis of automation of medical marketing and patient care provided the following data on this issue:

“We conducted a survey of dozens of heads of medical institutions,” Dmitry Laptev (Commercial Director, Zabota 2.0) stated his point of view. - Two main problems:

  1. Flow of patients. Most often this is an unstable indicator.
  2. Qualification of personnel. Institution requires experienced doctors. Then the question is, what to do with all the inexperienced?

Both of these issues are interconnected. For example, it is difficult to retain qualified employees without a streamlined patient flow. Money motivation for doctors should not be in the first place. Now let's move on to the main question.

Additional Values

A lot of time is spent on the education of medical specialists. But how much time is devoted to the development of personal qualities? Sociability, teamwork, the ability to be a leader, the ability to correctly express your thoughts and convince - these skills are deprived of attention in the education system. To be able to avoid conflicts with patients, colleagues, management. Be able to solve this kind of problem. Competent time management. Emotional stamina. The ability to find ways to be satisfied with their work. Who teaches healthcare providers all of this? Can the importance of these skills be denied?

Even if an employee understands that all these skills are necessary, he will not always be engaged in this kind of self-development. There are many excuses in my head for myself: “not enough time”, “I have to work at work”, “I don’t have time for this now”, etc. The administration of a medical institution can take this matter into its own hands. Special time and money costs for this will not be required.

All you need to do is organize educational classes to acquire skills that are missing in the work of the staff. The benefits of such classes will be the personal development of each of the employees. Classes will contribute to the formation of employee loyalty to the institution in which they work. Here is such a peculiar way to increase the culture of healing and a bonus to retaining doctors and nurses in hospitals.

Attracting new personnel to healthcare

Again locally for medical organizations. Using all of the techniques listed above, the results can be put on display for applicants interested in working with medical institutions.

As an option, create a brochure entitled “Benefits of working with us”, which will indicate that employees receive bonuses for good work results, that employees organize trips to educational events, self-development classes within the organization, etc. That is, to interest a person in cooperation. To motivate him with the same thing that the staff already working in the healthcare facility were effectively motivated. Such brochures can be handed out at the interview. The same information can be shared in the advertisements of the employer.

Expert opinion

To the question of how the head (head doctor) can retain more personnel in a medical institution, we are answered by a dentist-surgeon, implantologist, candidate of medical sciences, the author of training courses, annually trains more than 100 dentists, a full member of the European Association of Craniomaxillofacial Surgery Anton Sergeevich Gerasimov.

It all depends on what category of specialists the manager wants to keep. If we talk about young professionals, then at the initial stage this is easy to do: just let them work in the clinic. Further, it is very important not to miss the moment when, in addition to the workplace, young specialists may want and will be worthy of better working conditions. If the clinic is really interested in retaining a young specialist and sees him as a future good doctor, then, of course, it is necessary to get ahead of the employee’s desires and transfer him to the rank of an experienced specialist, offer him the best conditions, hoping that he will definitely appreciate it.

If we talk about experienced doctors who work in the clinic, for example, 5-10 years, and they have already formed their own flow of patients, developed not by the specialist himself, but by the clinic, then it is necessary to act differently. If the manager sees that patients are returning to this specialist, it is important not to miss the moment when the doctor can feel that he is becoming independent from the clinic, and his care for any reason can lead to the loss of patients. In this case, you need to act proactively: offer exclusive conditions, bonuses or additional free training, purchase the necessary materials that are convenient in work. A good human attitude can help an experienced specialist not to make unnecessary “body movements” and feel their own value for the clinic.

To hold "Star" always very difficult. In fact, such specialists are the clinic itself or the clinic is these specialists. To keep the “stars” means to keep the clinic itself and all work with staff should be based on this. Accordingly, all the financial needs of such specialists, the needs for colleagues, support staff, equipment and materials must be satisfied.

We invite you to attend the International Conference for Private Clinics “Innovative approaches to meet the expectations of modern patients”, where you will receive tools to create a positive image of your clinic, which will increase the demand for medical services and increase profits. Take the first step towards the development of your clinic.