The Coronavirus Disease-19 pandemic has changed the flow of how individuals work and has created logistical and process issues in how company leaders facilitate their job. Companies need to rush to get patient care online using telehealth. That is how we get frontline medical service providers to get back on their feet again.
After the country recovers, we need to reevaluate and go back to where we left behind when it comes to the process of getting there. In the reevaluating process, we also need to take into consideration more than just healthcare workers. We usually talk about nurses, doctors, and other clinicians in the context of the COVID-19-era of healthcare preparations.
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Society tends to focus less on people working as white-collar employees – individuals in information technology, finance, and other operational areas – but these are the individuals whose companies have changed the most in these challenging times.
What does the future of these workplaces, as well as the concept of their work will, look like? How will they find the right individuals for vital positions and keep them engaged in rewarding environments? The answer to these important questions will be vital for the healthcare industry moving forward. Finding answers to these questions, start by checking out talent transformation in this type of environment of the significant company change.
The issue
In the early days of the pandemic, Coronavirus Disease-19 spread all across the United States. It caused disruptions in almost every industry – from food and manufacturing to healthcare. High-contact industries like hospitality shut down. The medical or healthcare industry was hit pretty hard, as non-emergency surgeries and non-urgent preventive care ground halted for a couple of months.
Healthcare employees were slammed with hundreds, even thousands of Coronavirus Disease patients, while individuals in management, as well as white-collar jobs in the industry, were forced to work through the Internet. At the end of 2020, a lot of workers continued working through the Internet, but these changes were deemed to be temporary, particularly as the year closed out with vaccines on the horizon. People assumed that things would return to normal eventually. But things are not that simple.
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Implications to employees in the healthcare industry
Usually, when people look at issues, the implications for this industry are largely negative. People would like to look at the bright side of the issue of workplace disruptions caused by this disease because it may result in some transformational and remarkable innovations in how companies develop and employ workers. Most of the issues for this industry are about what will happen when things go back to normal, assuming they do.
There are a lot of opinions and articles speculating on what the future of the job will be for health care employees who have jobs that are very conducive to online work. Will these employees work remotely? Will they be back in the office? Will these individuals work under hybrid models? These important questions are usually asked as if the situation is out of the company’s hands. Well, to tell the truth, it is not.
How to solve this conundrum?
In some cases, the ideal advantage of implementing major company processes or system changes is to significantly increase workers’ productivity who are impacted by the processes and systems being changed. So, it is ironic and usually regrettable how people fit into workflows and, maybe importantly, how they think they will fit into the system
They are usually overlooked in the planning stage. After two years of working in this kind of model, the industry is now starting to get some info to help the company move forward. According to surveys, at least 30% of healthcare leaders agreed that their preference was the main factor driving workers’ back-to-work planning.
It is the way things should be, not only from an organization’s point of view but because workers have been living with the advantages and disadvantages of living in this environment for eighteen months, so they have a lot of insights to share. What do workers want their future to look like? What concerns employees? What do they like about their work situation?
First and foremost, let us consider what remote work before the pandemic looks like. According to studies conducted before the COVID-19 pandemic hit, employees who worked online, whether part-time or full-time, said they were a lot happier, experienced less stress, were less likely to leave their current company, and felt more valued and trusted by their company compared to individuals who worked full-time or part-time in the office.
When it comes to problems that affect recruitment, at least 70% of respondents in the study agreed that being able to be productive online would make them likely to choose one organization over another when going for the next job. At least 80% said having remote job options would make employees hired by medical recruiters able to manage their life-work problems.
The same percentage said that it would make them likely to recommend their company to friends and family members. When it comes to company executives and workers in this industry, the most attractive incentives to them are schedule flexibility and expanded benefits.
The next most attractive incentive to workers was location flexibility. When they were asked how their company is different from other organizations, schedule and location flexibility were rated pretty high given the projected and current labor market. Interestingly executives rated organization purpose, company values, culture, and leadership as ways they differentiate themselves from current and prospective employees.
According to industry experts, before the start of the COVID-19 pandemic, only nine percent of employees hired by medical recruiters and their organizations were introducing new ways to work effectively and efficiently. Today, at least 70% reported that their companies had either implemented new ways to work or planned to implement them. The world is in the middle of the pandemic, and there are signs that companies need to throw out some of their old ways of thinking when it comes to retaining and recruiting the right workers.
