Evaluating Employee Satisfaction

Health care worker burnout remains high after the pandemic, and the U.S. Department of Veterans Affairs offers a national look at what we can do about it. I was pleased to join David C. Mohr, Maureen Marks, PhD, and colleagues in describing and quantifying burnout trends in health care workers across specialties over the last several years, taking particular note of the lingering effects of the pandemic on burnout. The VA has a robust, all-employee survey that asks every health care worker questions about burnout, with response rates now exceeding 70%. In many ways, VA offers the most up-to-date picture on health care worker burnout nationally, as the VA has health care workers serving Veterans in every US state and territory. With strategy and focus on this important issue, we were successful in reducing burnout in almost all fields within our clinical workforce over the past several years. And while times are now "calmer" than the height of the pandemic, burnout still persists at levels greater than pre-pandemic times. Part of that was likely the intense period of change our workforce experience as they implemented the PACT Act, which marked the largest expansion of Veterans health care and benefits in a generation. But part of it is also lingering sense that we just need to do more to support our workforce across different fields. As our discussion notes: "While previous research in the VHA and elsewhere mainly focused on physicians, our data suggest that this single scope of attention is insufficient. Looking across occupations, the high burnout rates among mental health professionals, including psychiatrists, psychologists, and social workers, underlies the need to direct more focus to these occupations and attend to occupation-specific causes of burnout and stress. Further, burnout rates among nurses were much higher than several of the physician specialties, highlighting the need for tailoring approaches to specific occupations. For example, offering alternative work schedules may be especially beneficial for nurses. There are notable differences along with underlying causes among health care professions on burnout that may influence the improvement change selected and its effectiveness." We hope that these insights can be useful for leaders in health care delivery across the country: https://lnkd.in/eYFHg-RH

“I love my patients… but I don’t know how much longer I can keep doing this.” That’s what a nurse recently told me. She wasn’t alone. According to Indeed’s Pulse of Healthcare 2025 report, 2 in 5 healthcare workers feel their role is unsustainable, and 1 in 4 are considering leaving the industry entirely. Behind those numbers are real people: Half of healthcare workers say they feel exhausted. Two-thirds are unsatisfied in their current role. 80% believe their organization’s well-being initiatives aren’t working. It’s not that they don’t care. In fact, most care deeply. Relationships with patients remain the #1 source of job satisfaction. But when pay, staffing levels, and career advancement opportunities fall short, even the most dedicated professionals begin to question their future. And here’s the bigger challenge: as the U.S. population ages, demand for healthcare workers is only increasing. More patients, more complex needs, and longer lifespans mean we will need more providers not fewer. Yet the workforce is shrinking under the weight of burnout and unsustainable conditions. The report highlights what workers want: Act on employee feedback, not just collect it (71%) Reduce task overload with staffing + technology (67%) Offer mental health days separate from PTO (66%) Ensure safe patient-to-provider ratios (61%) And here’s the hopeful part: leadership matters. Over 80% of workers say regular check-ins with leaders impact their well-being. Accountability, education on burnout, and promoting leaders who understand front-line challenges can make a real difference. My takeaway: The healthcare crisis isn’t abstract. It is lived every day by people who want to care for others but need care themselves. With an aging population, the stakes are higher than ever. If we listen, act, and lead with empathy, we can sustain the workforce our communities depend on. How do you think we should prepare for the dual challenge of workforce burnout and rising patient demand?

Talent shortages in specialized skills like accounting, IT, supply chain, etc. are ongoing in 2025. This creates heightened operational risk for organizations. The view that individuals are easily replaceable is short-sighted. Turnover costs include recruiting, lost productivity while the position is open, and the strain on other employees covering for the expertise gap (burnout). Also, getting the new employee to the same level of productivity as the previous employee. The cost of replacing an employee, or the cost of employee turnover, is often estimated to be between one-half to two times their annual salary. Some studies estimate the multiple is 3x-4x an employee's annual salary, particularly for certain roles and industries. The traditional approach is to look at turnover from the rear-view mirror rather than looking ahead. How about implementing Stay Interviews vs. Exit Interviews to connect with the employee experience proactively? The following are potential questions for a Stay Interview: 1)   What do you look forward to each day when you commute to work? 2)   What are you learning? => What do you want to learn? 3)   Why do you stay here? 4️)  When was the last time you thought about leaving the company and what prompted it? 5)   What can be done to make your job better? This approach allows for the collection of data by leaders to act upon. A key element is closing the feedback loop to let employees know what feedback is implemented and why some feedback is not. Leaders need to share the story of the How, What, and Why. What are you doing as a leader to mitigate employee turnover risk in your organization for 2025? #RiskManagement #Leaders #TalentRetention #Recruiting Longview Leader Corporation

Dear Leaders: Exit interviews are reactive & too late. Here's why you should use “Stay Interviews”: Adam Grant advocates the use of "stay interviews" over "exit interviews" to retain your best people. 🌟 6 powerful questions for you "Stay Interview", including rationale and deeper guidance for each. The questions include: 1/ What do you enjoy most about your role? 2/ What challenges could I help you with? 3/ What would you love to learn to help you grow? 4/ How fulfilled are you on a scale of 1-10 in your role? 5/ What would you change about our company goals? 6/ What's one thing I could do to be a better leader? You see... 🛑 Exit interviews are reactive, incomplete, and too late. 🚀 While "Stay interviews"... ➨ Are proactive and empowering. ➨ Uncover needs, concerns, and aspirations. ➨ Address potential issues, before they blow-up. ➨ And boost morale, unlocking greater potential. Which type of leader do you want to be? What type of culture do you want to create? How important is it to retain your best people? Work "Stay Interviews" into your leadership toolkit. Conduct them regularly. Listen to the responses. Act on the feedback. You'll improve retention and create a positive culture. And both your people and company will thank you. Start small. Schedule your first Stay Interview this week. Lead with empathy and curiosity. Understand your team members deeply. Stay interviews are not just about asking questions. It's about building trust and showing you care. When you act on their feedback, they feel valued and heard. You'll notice a shift in engagement and loyalty. Let's make retention a proactive strategy, not a reactive scramble. Invest in your people. The returns will be immeasurable. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

Before Joining ➝ We are Family After Offer Letter ➝ Forget your Family… Stop scrolling! Your career deserves better than a soul-crushing workplace. Learn to spot the danger signs before you're trapped ;) Choosing the right company is about more than just a paycheck. It's about your well-being, growth, and overall happiness. 1} Vague Praise, No Specifics ➥Hear lots of we're a family or fast-paced without concrete examples of team support or growth opportunities? ~Dig deeper. Ask for specifics. ~Ask for a recent example of how the team supported each other during a challenging project? 2} High Turnover ➥If they casually mention "things move quickly here" or seem to gloss over team changes, it could be a red flag. ~Try to know the average tenure of someone in this role/team. ~People leave toxic jobs quickly. 3} Always On Expectation ➥Be wary of phrases like "we're all very dedicated" coupled with late-night emails or pressure to be constantly available before you even start. ~Try to ask - What are the typical working hours and what's the team's approach to work-life balance? ~7 hour job or 17 hour job. 4} Disrespectful Interviewers ➥If interviewers are late, unprepared, or seem disinterested, it reflects the company culture. ~Pay attention to how you're treated before you're an employee. 5} Employee Review Whispers (Read Between the Lines) ➥Don't just look at the star rating. ~Read recent reviews for recurring themes – are there consistent mentions of poor management, lack of communication, or high stress? ~Look for patterns and try to understand the why behind the ratings. 6} LinkedIn Strategic Stalking ➥Check out current and former employees' profiles. ~Are there many short tenures? Do former employees seem relieved to have left? ~Look for connections and see if you can have informal chats. 7} Too Good to Be True Offer ➥Be cautious of overly generous compensation or benefits without clear expectations or a solid business model. ~Research industry standards and ask detailed questions about the role's responsibilities and performance metrics. ~Noone will pay you for Free. 8} Gut Feeling Alert ➥Sometimes, despite everything looking okay on paper, something just feels off. ~Trust your intuition. ~Reflect on your interactions and how you felt during the process. 9} Lack of Transparency ➥If they're evasive about company performance, team structure, or future plans, it could indicate underlying issues. ~Ask direct, open-ended questions and see how comfortably they answer. ~No Growth = Time to Switch Identifying these signs isn't about being negative; it's about being proactive in protecting your career and well-being. A healthy work environment fuels growth and success. What are some other red flags you've encountered? Share your experiences in the comments below! Follow Pranav Gupta For More ✅️

The American Nurses Enterprise recently published findings that highlight a troubling reality: nearly 18% of new graduate nurses leave the profession within the first year due to stressful working conditions, and 69% of nurses under 25 report experiencing burnout. 📌Article: https://lnkd.in/geCS2rtX These numbers aren't just statistics. They’re a reflection of a healthcare system that demands everything from its nurses yet often gives little in return—whether it’s adequate staffing, functional workflows, or meaningful support. Burnout isn’t just a personal issue; it’s a structural one. And while mindfulness programs and wellness initiatives have their place, they are not a substitute for systemic change. The Joint Commission and the IHI both recognize burnout as a threat to healthcare. Their recommendations—enhancing meaningfulness in work, supporting nurse goals, and providing autonomy—are steps in the right direction. But how often do we see these ideas truly implemented at the bedside? Nurses don’t need another wellness workshop that tells them to “take care of themselves” while they’re running on empty. They need an environment where their well-being isn’t an afterthought. Some programs, like the mindfulness-based interventions at Shannon Medical Center, have shown promise in mitigating burnout. But let’s be honest: if nurses are forced to find ways to cope with an unmanageable system, we’re missing the bigger picture. Retention strategies shouldn’t center around helping nurses “tolerate” poor conditions—they should focus on fixing the conditions themselves. We need leadership training that empowers nurses. Staffing models that are sustainable, yet willing to innovate. Workflows that reduce cognitive overload instead of adding to it. If we want to address burnout, we have to stop treating it as an individual resilience problem and start recognizing it as a problem of the system nurses work within. So, what’s next? How do we move beyond acknowledging burnout and actually create environments where nurses can thrive instead of just survive? #nurseburnout #healthcare #nursewellbeing #burnoutprevention #mindfulness #nurseleadership #healthcareworkers #nurseadvocacy #staffingcrisis #healthcarepolicy #nursevoices #mentalhealth #nursesupport #workplacedynamics #healthcareinnovation #nursestaffing #patientcare #healthcareethics #resilientnursing #wellbeingatwork #nursesonlinkedin #hospitalstaffing #nurseeducation #nurseexperience #nursecommunity

📢 New Paper Alert! 📢 The Workforce management and Outcome Research in Care (WORC) group is excited to share our latest publication in the Journal of Advanced Nursing: "Turnover and Intention to Leave Among Belgian Healthcare Workers After COVID-19: A Two-Year Longitudinal Cohort Study". Personally, I am very proud of this publication. ‼️ This is a unique cohort study where we followed Belgian Healthcare Workers throughout the COVID-pandemic (2021-2023). 🔍 Key Findings: * Turnover Intentions: During the pandemic, 31% of healthcare workers intended to leave their profession. Two years later, 52% of those reaffirmed their intention or had already left. * Predictors of Turnover: Work autonomy, resilience, and perceived patient harm during the pandemic were significant predictors of turnover intentions post-pandemic. * Primary Reason for Leaving: Pandemic-related work pressure was the main reason for healthcare workers leaving the profession. * Demographic Shifts: Younger healthcare workers and those with less work experience were more likely to intend to leave or actually leave the profession. * Sector Differences: Healthcare workers in hospitals and critical care settings showed higher turnover intentions. 💡 Implications for Healthcare Organisations and policy: - Promoting work autonomy and resilience is crucial for retaining healthcare workers. - Addressing patient harm and workload pressures can mitigate turnover intentions. Healthcare organisations should keep in mind that if Healthcare Workers are unable to provide quality care, they will be at a higher risk of leaving the profession. - Strategic planning and support are essential to prepare for future health crises. 📄 Read the full paper here: https://lnkd.in/eZZka33z #Healthcare #Nursing #COVID19 Centre for Research and Innovation in Care (CRIC) Stijn Slootmans Senne Vleminckx Peter Van Bogaert Erik Franck

📢 New Study Alert 📢 I am pleased to share our latest research article, "Prevalence and risk factors for #burnout, missed nursing care, and intention-to-leave the job among intensive care unit and general ward #nurses: A cross-sectional study across six European countries in the COVID-19 era," published in Intensive and Critical Care Nursing. This study, part of the Magnet4Europe initiative, offers a cross-country view on the impact of the work environment and workload on nurse well-being. Analyzing data from over 6,000 nurses across Belgium, England, Germany, Ireland, Norway, and Sweden, we found: Lower rates of burnout and missed care among ICU nurses compared to those in general wards. Similar intention-to-leave rates between ICU and general ward nurses, yet higher burnout and intention-to-leave rates in some countries. Positive work environments and manageable workloads consistently linked to lower burnout and turnover intentions. These findings underscore the urgent need for policies that support sustainable work conditions in nursing, addressing country-specific challenges to create healthier work environments. Such efforts are vital to improving nurse retention and patient care quality, especially in the post-pandemic era. For more insights, read the full article: https://lnkd.in/eBYv6p62 Simon Dello Jerome Dauvergne Dorothea Kohnen Walter Sermeus Université libre de Bruxelles Ecole de Santé Publique de l'ULB

Two years ago, in the thick of COVID-19, I shared a picture that resurfaced on my timeline today. It's a stark reminder of my time as an ER nurse, a period marked by intense burnout and compassion fatigue. I love being a nurse, but that time was tough. I remember the strain of dealing with patients who, overwhelmed by their own fears and pain, would sometimes scream at me, or worse, resort to verbal and physical abuse. It's hard to describe the feeling of helplessness and frustration that comes with such experiences, especially when there seems to be no fear of consequences from their actions. I felt distraught and unsupported. The advice I often received was to 'suck it up' because it was supposedly part of the job. But is it really just part of the job? What about my fellow nurses who are going through the same ordeal? How many have stepped away from the bedside, or even left nursing entirely, because of the sheer exhaustion, burnout, and compassion fatigue? This brings me to a crucial question: What are we doing to protect and support the next generation of nurses? How can we ensure that they don't endure the same hardships? I have some suggestions for leaders and administrators in nursing to address these issues: 1. Criminalize assault of nurses and healthcare workers in all states: Introduce laws that specifically protect healthcare workers from physical and verbal abuse. 2. Strengthen policies about dealing with patients with aggressive behaviors: Implement clear, effective strategies for managing and de-escalating situations involving aggressive patients. 3. Do not normalize assault as being part of the job: Shift the culture in healthcare settings to recognize that assault should never be an accepted aspect of nursing. 4. Commit to improving the safety of staff: Prioritize the physical safety of healthcare workers in the workplace through enhanced security measures and protocols. 5. Provide mental health support including mental health days off: Offer comprehensive mental health resources and allow for mental health days, recognizing the emotional toll of the profession. These steps are crucial for creating a safer and more supportive environment for nurses, ensuring they are protected, respected, and able to perform their duties without the added burden of fearing for their own well-being. How about you? What do you think are steps we can do to protect nurses and prevent compassion fatigue? #burnout #compassionfatigue #ER #emergency #ERnurse #reflection #leadership #changeagent #disruptor #nurseleader #registerednurse #RN #nursesoflinkedin

✳ 4 Useful Websites for Your Job Search in Korea   There are websites where you can check employee reviews, interview reviews, salary information, and benefits information about your potential employers. Before deciding to join a company, make sure to check out these websites! 1️⃣ WantedInsight (원티드인사이트)  -  https://lnkd.in/gusKKTqZ   You can check salary information and employee reviews here. Information of the companies is very well organized for easy at-a-glance features. It includes the average expected salary, total number of employees, total revenue, turnover rate over the past year, interview review, and even the company's tools. The salary, turnover rate, and revenue information is credible as it is posted based on the data of reliable government websites. 2️⃣ Job Planet (잡플래닛) -  https://lnkd.in/g4gQfHft  JobPlanet is a website where employees leave reviews on their employers anonymously. One difference from WantedInsight is that the reviews are written in a descriptive format, which means you get more detailed reviews. You can also check interview reviews and salary information here. If the company only has 1 or 2 stars, employees there are not likely to be respected. However, some comments could be only for nonlogical venting, so read the reviews carefully. Also, the larger the company is, the more different the work environment can be depending on each job and the team. 3️⃣ Bokziri(복지리)  -  Bokziri.com You can check company benefits on Bokziri. The number of company benefits on this website continues to increase, and they are regularly updated. You can easily check the benefits information of Korean startups, large corporations, mid-sized companies, foreign companies, public enterprises, and government institutions. The information is credible as it is posted after verification with company HR personnel. The website's name, which uses a pun, makes it sound fun. In Korean, "복지" means "benefits." 4️⃣ Blind (블라인드) - https://lnkd.in/gxCkQrWD  Blind is a platform where employees anonymously leave comments about their companies. If a company has more than 100 employees, a company bulletin board can be created. Only an account verified with the company’s official email address can access the bulletin board, and there are many complaints, rumors, opinions, and facts there. There are other open bulletin boards in Blind such as the startup industry, real estate industry, hobbies, career change, etc. You can google the company you are interested in on open bulletin boards. ㅡ 👋 Hi, I'm Minhee 💡 I help expats with their job search and career success in Korea ✅ Follow me for career content about working in Korea #원티드인사이트 #wantedinsight #잡플래닛 #jobplanet #블라인드 #blind #복지리 #bokziri