ACCC highlights 2022 workforce trends and how healthcare organizations can improve employee moral with proven leadership.
From the Great Resignation to “quiet quitting,” there are many trending names to refer to employees’ interest in moving to positions and organizations that better suit their needs. Workforce trends show little signs of improvement over the next year. MetLife’s “20th Annual U.S. Employee Benefit Trends Study 2022” shows that 72 percent of employers identified stress and/or burnout as a concern for their organization.
With applicant pools dwindling, turnover rates increasing, and an aging population that will continue to grow, it is imperative for healthcare organizations to adapt to changing workforce needs. The majority of job seekers (63 percent) are looking for a job with a good work-life balance. A recent study also found that people who sought new employment opportunities in 2021 did so because of better pay, opportunities for advancement, and more flexibility (work-life balance).
As the workforce continues to change and new generations take on more leadership positions, it is anticipated that there will be a bigger call for diversity and expectations for flexibility. Recommendations suggest that organizations should lean in on leadership actions that have been validated to support organizational success. This includes clear, frequent communication, employee development (especially for managers), and support of employees’ well-being.
Employees who are unsure about an organization’s future and where they fit in are prone to anxiety and poor performance. Open and consistent communication can negate anxiety. Leaders should be purveyors of their organization’s vision and inspire and influence their employees to work toward common goals. That being said, consistent communication is critical, so employees can retain the information being shared.
In addition to speaking, leaders must also dedicate time to listening and being responsive. Leaders are more likely to inspire good performance when they show that they care about their employees. This may mean being creative with low-cost, high-value benefits (e.g., remote/hybrid work, new technology platforms, or flexible hours/four-day workweek). However, employees may benefit from something as simple as being reassured that their leader is listening to them.
As stated earlier, leadership influences, but great leadership motivates. With workforce shortages continuing for the foreseeable future, it will be increasingly important for organizations to take advantage of the human capital available to them through their current employees. Human capital refers to skills, knowledge, and abilities of individuals.
Equally important will be a focus on investing in employee development. Employee development can include a variety of options, such as employee development plans, training courses, mentorship opportunities, and independent learning activities, among others. Additionally, organizations should look for opportunities to build leadership within their teams. That is, identify team members who display emotional intelligence and are eager to help. Building a workforce pipeline helps to motivate team members to work towards bigger and better interests within the organization.
Burnout and stress are difficult to combat but not impossible. A recent Gallup article found that higher levels of organizational well-being are directly correlated with lower levels of burnout, stress, anxiety, and depression among employees. Well-being encompasses many things, including physical, economic, social, emotional/psychological, etc., aspects that work in unison to comprise individual satisfaction.
In fact, research shows that higher levels of well-being are associated with decreased risk of disease and injury, as well as higher levels of productivity at work. Organizations can help to support employee well-being. Tactics may include flexible work schedules, more autonomy over work tasks, and fostering supportive relationships.
To learn more about leading in healthcare and, more specifically, oncology/hematology, catch up on ACCC’s blog series on effective leadership practices in cancer care.
At the 2026 ASCO Annual Meeting, the Louisiana Oncology Society received the ASCO Jeffrey C Ward Affiliate Advocacy Award for advancing critical advocacy priorities that have translated into meaningful legislative victories. The Iowa Oncology Society and Washington State Medical Oncology Society were also recognized for their advocacy efforts in 2025 at the meeting, receiving second place awards.
