Innovative Workforce Solutions: Lessons from Health Care’s Frontlines (Sponsored Content)

In what can only be described as a challenging labor market, businesses across industries are struggling to attract and retain qualified workers. However, some organizations are finding innovative solutions by reimagining traditional workforce models. Mercy Springfield Communities offers valuable insights that can be applied across multiple industry sectors.

Marie Moore, Chief Nursing Officer for Mercy Springfield Communities, emphasizes the importance of intentionality and listening to employees’ needs. “We took a step back and really did try to take a very individual approach,” Moore explains. “We did a ton of listening to learn what our coworkers were struggling with. If we could assess their needs, we had a chance to meet them where they were.”

This approach led to the development of several innovative programs, including an “earn as you learn” internship type of program and a “gig nursing” initiative that allows health care professionals to work flexible shifts in multiple locations across the health system, similar to an Uber model. Likewise, it allows visiting professionals from other health systems to pick up shifts with Mercy.

Jessica Atchison, Executive Director for Professional Practice at Mercy Hospital Springfield, notes, “Over a two-year period we went from this extended workforce that didn’t exist to something that gives us far more reach.”

These programs have yielded impressive results. Moore reports, “We’ve seen our retention improve by more than double what it was just a couple of years ago. Our 24/7 RN turnover is exceeding the national benchmark for excellence, which is truly remarkable.”

Key takeaways for business leaders:

1. Embrace flexibility. Traditional work models may not suit everyone. By offering flexible options, companies can tap into a broader talent pool and improve retention.
2. Invest in employees in the ways that are most meaningful to them. This approach demonstrates commitment to employee growth and can foster loyalty.
3. Leverage technology. Mercy’s gig nursing platform uses AI to predict staffing needs, showcasing how technology can optimize workforce management.
4. Foster community partnerships. Collaboration with academic institutions and other stakeholders has been crucial to Mercy’s workforce attraction success. Moore notes, “We’ve seen a lot of strength among our collaborative efforts with SBU, Mercy College of Health Professions, MSU, Drury and OTC. The connections have been pretty phenomenal.”
5. Be willing to disrupt. Implementing new workforce models often requires challenging established norms. “We had to collectively stack hands that we are going to disrupt in the name of making us more sustainable in the future,” Moore says.
6. Think long-term. While quick fixes may be tempting, sustainable solutions often require patience and strategic planning. “We’ve had to play some long game with this,” Moore acknowledges.
7. Be open to regulatory change. Sometimes, innovation requires working with regulatory bodies to create new frameworks. Atchison shares, “We had to be willing to step out of comfort zones and go to places like the board of nursing to help petition for academic programs to try something new.”

By adopting these strategies, businesses can create more resilient and adaptable workforces. As Moore concludes, “We are responsible to ensure for generations that there’s sustainable and accessible care.” This sentiment is not unique to health care. By investing in innovative workforce solutions today, companies can ensure their sustainability and success for years to come.

This content is brought to you by Mercy Springfield Communities.