Healthcare Leadership Trends for 2025
Factors fostering retention A cornerstone of retention management is understanding what most motivates leaders to stay. B.E. Smith experience shows that this issue is multifactorial. Consequently, the survey presented respondents with a menu from which to select the two factors most influential to their remaining at their organization. Figure 5 presents the ranking.
FACTORS THAT MOST INFLUENCE INTENT TO REMAIN AT CURRENT ORGAIZATION
ORGANIZATIONAL CULTURE
44%
COLLEAGUES
39%
38%
COMPENSATION PACKAGE FLEXIBLE SCHEDULING
20%
CAREER POTENTIAL MANAGEMENT
18%
17%
12%
REMOTE WORK OPTION
OTHER
12%
0%
10%
20%
30%
40%
Figure 5
Except for 2022, Organizational Culture has been a perennial leader of this list. Colleagues and Compensation have been equally consistent performers. Culture was the top factor for 52% of C-level respondents, while 41% of director-level leaders named compensation as the leading motivator. Among the other responses, flexible schedule experienced a four-point uptick, suggesting the ongoing resonance of greater schedule control for leaders today. In fact, combining the response with the 12% for Remote Work Option produces a solid endorsement for workplace flexibility. A few independent observations help illuminate the top motivators. Culture and colleague relationships are clearly intertwined. Culture building should include on-the-ground encouragement of colleagueship as part of a broader emphasis on fostering “strong relationships among leaders, vendors, payers, and the entire organization,” a network that is “essential for achieving successful outcomes.” 1
1 M. DeFreitas, “How CFOs Are Taking Charge of Financial Accountability and Care Strategy,” HealthLeaders, August 27, 2024.
© B.E. Smith 2025
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