The healthcare industry is experiencing rapid transformation due to a range of factors—from technological advancements and changes in patient care models to the ongoing effects of the COVID-19 pandemic. Amidst these changes, attracting and retaining qualified professionals is more critical than ever.
As the healthcare landscape continues to evolve, it is crucial to understand the perspectives, motivations, and challenges faced by professionals within the industry. To explore these current trends in healthcare employment, Soliant Health has conducted a comprehensive survey of healthcare workers within the network, focusing on what drives individuals to pursue healthcare careers and what factors influence their job satisfaction and longevity.
By examining healthcare workers’ motivations, expectations, and concerns, this survey aims to inform organizations about the key factors influencing career decisions and long-term retention in the industry.
The Soliant Health 2024 Healthcare Employment Trends Report presents findings from the survey, shedding light on key career aspirations, job selection criteria, and generational divides. By examining these insights, Soliant Health aims to provide actionable recommendations for addressing the ongoing challenges in healthcare employment.
Key Findings
Generational Divide in Career Motivations
The survey reveals stark differences in motivations for pursuing healthcare careers across generations. For example, while Gen Z respondents (18-27) prioritize passion and career growth, older generations (60+) focus more on job stability and community impact. This generational divide may point to evolving workplace values and expectations in healthcare.
Younger generations tend to emphasize the intrinsic rewards of their work, viewing their careers as avenues for making a meaningful impact. They often prioritize roles that allow them to contribute positively to society, indicating a shift in how healthcare careers are perceived.
Additionally, while older generations prioritize job stability and security (with 15% for 44-59 and 15.7% for 60+), younger generations also express strong interest in career growth (11.7% for 18-27). This contrast may indicate that younger workers are willing to prioritize growth over stability, potentially leading to turnover in favor of better opportunities.
Pandemic Impact Perception
Interestingly, the impact of the pandemic is perceived as a low motivation for pursuing a healthcare career (only 2.5% among respondents aged 18-27). This finding contradicts the narrative that the pandemic significantly shifted attitudes towards pursuing healthcare professions. Similarly, the data shows that influence from family or friends is a minor motivator (2.5% for 18-27), which contrasts with traditional views that personal networks heavily influence career choices.
The High Commitment vs. High Stress Paradox
The commitment of younger professionals is notable; 37% plan to remain in the healthcare field until retirement. However, significant concerns about job stress (9.4%) and poor work-life balance (7.8%) could hinder their long-term retention. This paradox highlights the complexities of job satisfaction in healthcare.
While a larger portion of young professionals plan to stay in the industry until retirement, the 18-27 age group has the highest level of workers leaving the field within the next 1-3 years. More than 22% of Gen Z healthcare workers are planning to leave the field within 1-3 years—resulting in a high turnover rate in an industry that needs stability more than ever.
This figure stands in stark contrast when compared to older generations, with just 5.4% of respondents aged 28-43, 2.5% of those aged 44-59, and 15.2% of workers aged 60 and above planning to leave the industry in the next 1-3 years.
Healthcare roles can be demanding, often leading to high levels of stress and burnout. For younger professionals, who are passionate about their work, the desire to help others may sometimes clash with the reality of job demands. Addressing these issues requires a multifaceted approach, including support systems, mentoring, and programs aimed at improving mental health and well-being.
The Role of Workplace Culture
Despite Gen Z workers planning to exit the industry at a higher rate than older populations, fewer Gen Z respondents cite job stress and burnout as a contributor for leaving. Comparatively, 19.1% of respondents aged 28-43, 19.9% of those aged 44-59, and 19% of workers aged 60 and above cite job stress and burnout as a reason for leaving the industry.
For Gen Z, the primary reason for a swift departure is an unhealthy workplace environment and culture (14%). This statistic suggests that workplace culture is a critical factor influencing retention and recruitment, emphasizing the need for healthcare organizations to focus on fostering supportive environments.
Detailed Breakdown
Motivations for Pursuing a Healthcare Career
- Passion for Helping Others is the top motivator across all generations, peaking in the 44-59 age group at 21.6%.
- Interest in Medical Science and Technology increases with age, with the 60+ group showing the highest interest (18.07%).
- Career Growth and Advancement Opportunities are most valued by younger generations (18-27: 11.7%, 28-43: 11.1%) but decline significantly in older groups.
When asked for the motivation behind pursuing a career in healthcare, respondents highlighted the following priorities:
| Factor | 18-27 | 28-43 | 44-59 | 60+ |
| Career growth and advancement opportunities | 11.7% | 11.1% | 8.8% | 7.0% |
| Desire to improve healthcare access | 7.5% | 7.8% | 5.5% | 5.6% |
| Evolution of healthcare jobs and progress | 10.0% | 4.5% | 4.3% | 3.0% |
| Fast-paced work environment | 7.5% | 5.6% | 4.4% | 3.0% |
| Flexibility of working in various settings | 8.3% | 10.7% | 11.9% | 14.5% |
| Influence from family or friends | 2.5% | 4.8% | 4.6% | 4.2% |
| Interest in medical science and technology | 12.5% | 13.3% | 15.2% | 18.1% |
| Job stability and security | 9.2% | 12.4% | 15.0% | 15.7% |
| Passion for helping others | 16.7% | 19.8% | 21.6% | 21.7% |
| Sense of community and teamwork | 9.2% | 7.1% | 6.6% | 4.8% |
| The impact of the pandemic | 2.5% | 2.1% | 0.9% | 1.2% |
Most Important Factors in Choosing a Healthcare Job
- Salary and Benefits are prioritized across all age groups, with those aged 44-59 ranking it highest (25.3%).
- Work-Life Balance is particularly important to younger and middle-aged generations (18-27: 17.4%, 28-43: 21%).
- Career Advancement Opportunities significantly decrease in importance for those over 60 (3.7%).
When considering a job in healthcare, respondents highlighted the following priorities:
| Factor | 18-27 | 28-43 | 44-59 | 60+ |
| Career advancement opportunities | 15.9% | 14.1% | 8.3% | 3.7% |
| Company levels of diversity | 1.5% | 1.3% | 0.8% | 0.2% |
| Company reputation and values | 5.8% | 2.2% | 4.3% | 7.2% |
| Job role variety and responsibilities | 4.4% | 3.5% | 3.5% | 3.9% |
| Job stability and financial security | 4.4% | 9.1% | 8.5% | 5.9% |
| Location and commute | 5.8% | 6.6% | 8.4% | 9.8% |
| Salary and benefits | 21.7% | 23.7% | 25.3% | 25.5% |
| Team dynamics and support | 5.8% | 3.5% | 5.2% | 5.2% |
| Technology and tools available for the job | 7.3% | 3.5% | 2.1% | 2.6% |
| Work-life balance | 17.4% | 21.0% | 19.3% | 19.0% |
| Workplace environment and culture | 10.1% | 11.4% | 14.2% | 16.8% |
Anticipated Duration in the Healthcare Field
Responses regarding anticipated career duration reveal a strong commitment among younger professionals:
| Duration | 18-27 | 28-43 | 44-59 | 60+ |
| 1-3 years | 22.2% | 5.4% | 2.5% | 15.2% |
| 4-6 years | 11.1% | 6.3% | 5.3% | 12.3% |
| 7-10 years | 14.8% | 9.5% | 8.9% | 8.2% |
| I have already retired from a healthcare role | 0.0% | 1.4% | 1.8% | 18.7% |
| I plan to stay in healthcare until I retire | 37.0% | 63.8% | 60.9% | 37.4% |
| Less than 1 year | 3.7% | 0.5% | 2.1% | 3.5% |
| More than 10 years | 11.1% | 13.1% | 18.5% | 4.7% |
Factors Influencing Departure from the Healthcare Industry
- High Levels of Job Stress or Burnout are major concerns for those aged 28-43 and 44-59 (19.1% and 19.9%, respectively).
- Poor Work-Life Balance becomes a more pressing issue for the 28-43 and 44-59 groups (17% and 14.8%).
- Unhealthy Workplace Environment and Culture is also a notable factor for older generations (23.7% in 60+).
Understanding the reasons professionals might consider leaving is critical for retention efforts. The following factors were cited:
| Factor | 18-27 | 28-43 | 44-59 | 60+ |
| Desire to pursue a different career with better salaries/benefits | 6.3% | 5.1% | 5.5% | 3.7% |
| High levels of job stress or burnout | 9.4% | 19.1% | 19.9% | 19.1% |
| Inadequate resources or technology | 1.6% | 2.9% | 2.2% | 3.2% |
| Lack of career advancement opportunities | 9.4% | 7.4% | 4.4% | 3.7% |
| Lack of job stability or security | 7.8% | 4.5% | 4.5% | 2.9% |
| Lack of support from supervisors or management | 7.8% | 6.3% | 11.0% | 13.0% |
| Limited opportunities for professional development | 7.8% | 4.3% | 3.3% | 2.4% |
| Long or inconvenient commute | 1.6% | 1.1% | 2.1% | 5.1% |
| Nothing could encourage me to leave healthcare | 9.4% | 5.6% | 2.8% | 4.7% |
| Poor patient outcomes or lack of impact | 7.8% | 2.7% | 3.9% | 3.2% |
| Poor work-life balance | 7.8% | 17.0% | 14.8% | 12.2% |
| Unhealthy workplace environment and culture | 14.1% | 16.4% | 20.6% | 23.7% |
Conclusion
The Soliant Health 2024 Healthcare Employment Report findings reveal critical insights into the motivations, challenges, and workplace culture preferences of healthcare professionals. Addressing generational differences and fostering supportive environments will be essential for healthcare organizations aiming to attract and retain top talent in this dynamic industry.
As the healthcare landscape continues to evolve, understanding these trends will be key to shaping the future of healthcare employment. Organizations that proactively address employee concerns regarding job stress, workplace culture, and career growth will be better positioned to create a satisfied and dedicated workforce.
The healthcare industry must adapt to the changing values and expectations of its workforce to ensure sustainability and success in the future. By prioritizing the needs and motivations of healthcare professionals, organizations can cultivate a more resilient and committed workforce that will continue to deliver quality care to patients nationwide.
At Soliant Health, we understand that finding the right healthcare professionals is crucial to delivering outstanding patient care. As a leading healthcare staffing agency, we are committed to connecting you with top-tier talent that aligns with your organization’s unique needs.
Learn more about Soliant’s healthcare staffing solutions here. If you’re looking for a career in healthcare, browse our wide range of opportunities here today.
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