decisionhealth Newsletters, Part B News - 2019 Issue 6 (June)
As health workers gain whip hand, consider alternatives to raises or prepare to pay
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Article Overview
This practice management article discusses how a competitive health care labor market can push staff to seek higher pay and what employers can consider before approving raises. It focuses on broad retention strategies, employee benefits, workplace culture, and mission-driven management approaches that may help practices remain competitive without relying only on salary increases.
Why This Topic Matters
Health care organizations often compete for scarce clinical and support staff, so understanding non-salary retention options can help practices manage labor costs while maintaining morale and staffing stability.
Article Sections
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Are you paying enough?
This section discusses evaluating whether current compensation and benefits are aligned with local market expectations and whether employees may be signaling stress or dissatisfaction.
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In lieu of cash
This section covers lower-cost ways to support employees, including incentives, benefit awareness, retirement plan features, and other morale-building approaches.
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Make it a mission
This section focuses on workplace culture, mission, autonomy, and team structure as retention tools in medical practices.
What You Will Learn
- How health care labor-market conditions can affect pay pressure
- Ways practices can assess whether compensation is competitive
- Types of non-salary employee incentives and benefits commonly discussed in practice management
- How mission and workplace culture can support retention
- Why benefit awareness and retirement-plan structure may matter to employees
Who Should Read This
- Practice managers
- Physician owners
- Clinic administrators
- Dental practice owners
- Health care HR professionals
- Medical office supervisors
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