Patagonia Health 0:00
Good afternoon, everyone. My name is Denton, and welcome to the Patagonia Health Webinar Series. Today's topic is, “Can we bring joy back to healthcare?” We have a special guest with us today, Amberly Barry. She’s a healthcare strategist, technology expert, and nursepreneur who advocates for career growth and retaining clinicians after bedside nursing and clinic management roles. She has led technology and quality consultancy engagements while remaining passionate about keeping valued clinicians in the profession.
Amberly Barry 1:21
Thanks for joining today. This webinar is about asking this question: Can we bring joy back to healthcare? After years in nursing and clinical leadership, I’ve noticed a concerning trend: many clinicians are leaving healthcare entirely. Some move to other jobs within the field, which is good, but with the growing demand for healthcare providers, this loss is alarming.
Retention has become my focus this year. Across the nation, we see a decline in camaraderie and connectedness that used to define healthcare workplaces. High turnover and transient jobs mean many employees miss that “friends and family” feeling at work. Focusing only on burnout and staffing stress makes the environment even harder for everyone.
Today, we’ll discuss the challenges of clinician retention, explore successful strategies—including modern approaches using social media—and examine why joy is becoming a focus in healthcare.
3:43
A 2023 study on nursing found that 18% of newly licensed registered nurses leave within their first year—about one in five. Behavioral health clinicians face even higher gaps: 37% in some states, and substance use disorder counselors face an 18% shortage. Retention is not just a nursing issue—it affects all clinicians, from CNAs and patient care technicians to RNs, respiratory therapists, and physicians.
Common retention challenges include salary, staffing, and productivity expectations. Post-COVID, salary disparities between loyal staff and travelers or registry nurses added to the frustration. But retention is not only about pay, it also involves burnout, high job demands, leadership skill gaps, workplace incivility, and feeling undervalued.
Workplace incivility is significant, affecting safety and morale. About 46% of nurses and 31% of physicians report experiencing rude, dismissive, or aggressive behavior weekly or daily. Yet, 70% of institutions don’t have programs to address it. Resources like the Organization Nurse Leaders self-study guide and Catherine Manning’s work on workplace violence can help implement strategies.
10:40
Feeling undervalued is another major factor: 80% of people leave jobs because of it, and 42% of healthcare workers feel unappreciated. Recognition programs not only improve morale but can also increase productivity by 14% and positively impact revenue.
Retention is costly: In 2023, turnover averaged $4.8 million per organization when considering training, onboarding, and termination costs. Behavioral health turnover alone can reach 31%, emphasizing the financial importance of keeping staff engaged.
Between 2023 and 2024, successful retention efforts focused on pay, benefits, and flexibility:
The next step is focusing on four key areas: effective communication, innovative engagement, relentless recognition, and joy.
Effective Communication: Build trust with confidential feedback opportunities. Communicate with care through handwritten notes, digital platforms, or social media so employees feel heard.
Innovative Engagement: Recognize achievements outside of work—shift pickups, tenure milestones, quality results. Host community events, fitness challenges, or movie nights to strengthen connections.
Relentless Recognition: Celebrate daily contributions, peer-to-peer achievements, and quality improvements. Even small gestures, like a handwritten note, make a difference.
22:04
Some strategies are low-cost or free. App-based platforms can automate recognition, shift incentives, or rewards programs without significant expense. Involving frontline staff in program design strengthens engagement.
Balancing Quality Measures: Recognize small improvements—hand hygiene, lab monitoring, patient education—so frontline staff see how their daily work impacts patient outcomes.
26:00
Does the idea of joy in healthcare feel comfortable? Adventist Health calls it “Be Love,” while Mayo Clinic refers to “Joy in the Workplace.” Infusing joy improves engagement, reduces burnout, and positively impacts patient satisfaction.
Creating joy includes:
Supporting advancement is also key: career ladders, tuition reimbursement, mentorship, and leadership training show employees that their growth matters.
Peer recognition programs, reward points, and social media-style engagement platforms help younger generations—who experience the highest turnover—feel connected. These strategies modernize recognition and reinforce positive culture without significant cost.
Final Thoughts: Learn about your employees, ask questions, and understand what brings them joy. Focus on communication, engagement, recognition, and unapologetic positivity. Leading with a positive tone creates a culture where employees feel valued, supported, and connected.