Gen Z's Healthcare Exodus - A Wake-Up Call for the Industry
What's Missing for Gen Z in Healthcare?
The healthcare industry has long been criticized for its high-pressure work environment, with burnout and dissatisfaction among professionals being well-documented. In a study involving over 13,000 respondents conducted by UKG and Workplace Intelligence, 83% of Gen Z frontline healthcare employees reported burnout. Qualtrics reports that, among 27 industries in a recent study, healthcare ranked last in terms of employee satisfaction with pay. Many younger workers attribute toxic cultural dynamics, such as micromanagement, hierarchical structures, and a lack of leadership support, as significant contributors to their dissatisfaction.For instance, in a typical healthcare setting, the rigid schedules and high stress often clash with the values that Gen Z workers prioritize, such as flexibility and mental health. The practice of medicine is based on human interaction and communication, yet the hierarchical and rigid structures in healthcare organizations can make it difficult for younger employees to express their ideas and collaborate effectively.
Take the case of a pediatric dentist. When a six-year-old child is squirming in the chair, the dentist must make split-second decisions using their unique expertise. However, in many healthcare settings, staff members are often expected to support the procedure without being able to comment or vote on it. This lack of a give-and-take relationship can lead to dissatisfaction among Gen Z workers.
Driving Forces Behind the Gen Z Exodus from Healthcare
Several key factors explain why Gen Z workers are leaving the healthcare industry, as per the survey results:Work-Life Balance: Many Gen Z workers place a high value on flexibility and mental health. However, the rigid schedules and high stress of healthcare roles often make it difficult for them to achieve a proper work-life balance. For example, a nurse working long hours in a busy hospital may find it challenging to take care of their personal life and mental well-being.
Communication Challenges: Gen Z employees increasingly seek purpose-driven careers, and effective communication is crucial. In healthcare, where human interaction and communication are at the core of service delivery, knowing how to build trust and collaborate is key. New employees need to be instructed on how to communicate effectively, both in listening and speaking. Without proper communication, misunderstandings can lead to dissatisfaction and even turnover.
Conflict with Traditional Structures: Many younger employees feel out of sync with the hierarchical and rigid structures common in healthcare organizations. They prefer collaborative and innovative environments where their ideas can be heard and valued. For instance, in an operating room, the surgeon may not be taking input from various individuals regarding the initial incision or final stitch, which can lead to a sense of disconnection among younger employees.
Opportunities to Reach Gen Z in Healthcare
David Schreiner, the President and CEO of Katherine Shaw Bethea Hospital in Dixon, Illinois, emphasizes the importance of creating greater awareness of what it means to work in healthcare. He advocates for early exposure to drive interest in healthcare, such as job shadowing in junior high or high school."Healthcare is more than just doctors and nurses. We have accountants and plumbers on staff, and the first thing we can do to attract and retain Gen Z is to educate them about the various career opportunities within healthcare," Schreiner says. "Bringing people into the workplace and showing them what a typical day is like can help them understand the potential of a career in healthcare."
However, programs in radiology, nursing, and other health-related fields are seeing declines in enrollment, with empty seats remaining unfilled. This poses a challenge for healthcare companies in attracting Gen Z talent. Schreiner suggests removing the "hook" of required retention and offering more flexible scheduling options to meet the needs of Gen Z workers.
Gen Z in Theory vs. Practice
Albert Einstein famously said, "In theory, practice and theory are the same. In practice, they are not." In my experience, working with thousands of Gen Z students at the nation's largest university and elsewhere, I have seen beyond the media's negative portrayal of Gen Z. There is a dedication and drive among the youngest generation in the workforce.For example, when I worked with Gen Z students, I noticed their eagerness to learn and contribute. They are excited about making a difference and improving the healthcare profession. However, without a deeper understanding of workplace processes and critical soft skills, they may not find success in healthcare or other industries.
David Schreiner agrees, stating, "I'm so impressed when I see people from Gen Z. They are brilliant. They want to work hard and make our profession better. Anyone who says negative things about this group just hasn't spent time with them."
Why High Salaries Are Not Enough for Gen Z in Healthcare
A study from Vivian Health ranks healthcare as the most stressful career, with 73% of respondents perceiving it as stressful. For Gen Z, fulfillment, purpose, and a healthy work environment hold as much value as monetary compensation. According to the 2023 Healthcare Experience Trends Report from Qualtrics, healthcare ranked last in terms of "employee satisfaction with pay" compared to 27 other industries.For instance, a doctor working in a busy hospital may earn a high salary but still feel stressed and unfulfilled due to the demanding work environment. Gen Z workers value more than just money; they want a work environment that allows them to grow and make a meaningful impact.
A Call for Change in Healthcare
Healthcare employers who want to attract and retain Gen Z may need to rethink their onboarding and training processes. Improved training programs that align with Gen Z's learning preferences—interactive, tech-enabled, and purpose-driven—could help them make a smoother transition into healthcare roles.For example, instead of just teaching them how to draw blood, training programs can simulate real-life scenarios and allow Gen Z workers to practice and apply their skills in a practical setting. This can help them better understand the real demands of the work and increase their confidence and motivation.
Support systems are also crucial in reducing burnout and promoting retention. Introducing mental health resources, mentoring opportunities, and mechanisms to address workplace grievances can make a significant difference. Adaptable schedules, as mentioned by David Schreiner, can also be a major plus in attracting and retaining Gen Z workers.
Reimagining leadership is another important aspect. Shifting from a top-down leadership model to one that values inclusivity and collaboration can appeal to Gen Z's expectations for workplace culture. By involving Gen Z workers in decision-making processes and giving them a voice, healthcare organizations can create a more engaging and motivating work environment.
Gen Z's potential exodus from healthcare serves as a wake-up call for an industry in need of transformation. By addressing these issues and creating value for employees, healthcare organizations have an opportunity to not only retain young talent but also foster a workforce that is motivated and engaged. This pivotal moment for Gen Z may ultimately reshape healthcare for the better, ensuring long-term career viability in an ever-changing world.