4 Keys to Unlocking the Potential Workforce

The evidence couldn’t be any clearer. Young Millennials and Gen Zers love children’s hospitals. But would they be willing to work for one?

To discover how to entice members of these crucial demographic groups to seek jobs at children’s hospitals, CHA commissioned the Center for Generational Kinetics (CGK) to ask them directly. CGK surveyed 1,650 people between the ages of 18-35, some who currently work in health care and some who don’t.

Of those surveyed, 90% of health care workers said they were confident they could build a successful career at a children’s hospital. Ninety-five percent have an overall positive perception of children’s hospitals, and nearly everyone surveyed was open to working at a children’s hospital.

Jason Dorsey, co-founder of CGK, was “shocked” by these findings since his company almost never encounters ratings this high in other industries. “There’s a massively positive perception of childrenʼs hospitals,” he said. “We’ve asked if people like chocolate and we don’t get 90% positive responses. There is such a strong feeling towards childrenʼs hospitals. It’s incredible. And itʼs just very consistent.”

This begs the question: If everyone would love to work at a children’s hospital, what’s keeping them from doing so? “If we’re not getting the right people, there’s clearly something else at work that we need to dig into,” Dorsey said.

Millennials and members of Generation Z will make up the majority of the workforce by 2030, so attracting and retaining them is key to children’s hospitals’ workforce sustainability efforts.

While the vast survey data reveals numerous paths to success, Dorsey said the key is mastering a few areas first. “Other things become a distraction, and they also consume resources. If you focus on a handful of things rather than trying to do everything, you’re going to have a lot more success, less stress, and better results.”

Among the survey findings, four key areas stood out as essential to younger workers, no matter their current industry, age, or gender identity.

1. A great team

Younger workers want to work on a strong team. Among the survey questions about why someone would apply and stay at a children’s hospital, the top answers consistently involved the team environment: “great relationship with team,” “healthy relationships,” “having a consistent and reliable team of coworkers,” “helpful and supportive coworkers,” “working with a skilled and dedicated team of coworkers,” “fun and friendly environment.”

This notion was consistent across healthcare and non-healthcare workers, Gen Z and Millennials, and women and men. In the end, it comes down to the quality of the team.

2. Training and mentorship

Younger generations want to feel prepared and equipped for every phase of their career journey, starting on day one. “Poorly defined orientation, onboarding, or training process” was cited as a main factor that would cause someone to leave a job at a children’s hospital. Respondents said they know within the first week if they will stay at a job long-term.

During the first 30 days of employment, survey respondents said they expect to be introduced to a mentor or guide; receive information on employer background, pay, and benefits; and be told exactly what is expected. Respondents also said they are significantly more likely to stay longer at a children’s hospital if they receive training and courses for technical skills, advancement/promotion skills, and leadership skills.

3. Great managers

When asked what would “absolutely convince” workers to stay at a children’s hospital, the top answer was “a great manager.” When asked what would absolutely convince them to leave, the top answer was “conflict with manager.”

“The key insight here is that leadership training, culture-building, and developing managers and supervisors are essential investments to drive retention,” Dorsey said. “These should be viewed as high-ROI and not expenses because increasing retention is one of the most important ways to keep expenses lower, increase morale, and fuel a healthy workforce culture.”

Respondents said they are more likely to stay longer at a children’s hospital job if their supervisor encourages open communication, creates an inclusive team environment, and empowers the team without micromanaging.

4. Flexibility

Gen Z and Millennials want flexible schedules. Those surveyed said “allowing a flexible work environment (flexible hours, ability to change shifts, etc.)” is a top reason they would accept a job at a children’s hospital, and “flexible scheduling” is a top reason they would apply for or accept a job over another industry. Yet most younger workers do not think a children’s hospital job offers schedule flexibility, ranking “no control over your work schedule or hours” as the second highest “negative or disadvantage.” The number one thing that would “absolutely convince” them to stay longer than three months is flexible hours.