Top 3 Reasons for Changing Healthcare Employers

by | Nov 28, 2017 | Best Practices, Leadership, Management

Numerous factors play into an employee’s overall satisfaction. Sometimes the benefits are average, but the advancement opportunities are endless. Or the manager-employee relationship is poor, but the pay is considerable. Whether an individual is on the job hunt or evaluating their current position, compensation is usually front-of-mind. So where does the healthcare industry stand in salary and job satisfaction?

According to the 2017-2018 Health eCareers Salary Guide, 58% of healthcare workers are happy with their current employment situation – a 1% increase over 2016. Nurse practitioners and physician assistants are some of the happiest healthcare employees. More than a quarter of NPs (27%) and PAs (24%) reported they are very happy with their job and salary.

Although 30% of healthcare workers say they are actively looking for better opportunities, only 12% expressed they are so unhappy they want to change employers as soon as possible. Among the unhappy were executives, physicians/surgeons, counseling and social service workers and healthcare IT professionals.

Based on this study, the top 3 reasons for changing employers are inadequate salaries, the desire for more rewarding or challenging work, and the preference for a different manager. How can these situations be avoided or handled before it’s too late?

1. Inadequate Salary

68% of respondents are dissatisfied with their salary and would leave for higher pay.

Tips: First, review your organization’s current compensation philosophy and communication strategy to determine strengths and weaknesses. Second, make sure you are offering competitive pay with the local market and opportunities for variable pay (bonuses, overtime, etc.) and raises. Incremental goals based on performance and value motivates employees to push to their full potential.


35% of healthcare employees desire more rewarding or challenging work.

Tips: Take the time to learn about your staff’s goals and interests. Provide flexibility when continued education or training opportunities arise and genuinely invest in their careers. High-potential employees are not satisfied with average. If given the proper guidance and encouragement, they will become the future leaders of your organization.

3. Poor Relationship with Management

23% prefer a different boss or manager.

Tips: Embrace an open door policy. This encourages face-to-face conversation, and if employees feel comfortable communicating with you, it makes the difficult situations easier and the new ideas more exciting. Play by the rules you make and don’t take advantage of your manager or supervisor status or else you risk an “us versus them” environment.

Don’t be the last to know about an unhappy staff member. Equality and transparency must be evident from the top down and the bottom up for any organization to thrive and inspire continued success.



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