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In today’s fast-paced workplace, where burnout rates are soaring, company values are often viewed as abstract ideals—framed on a wall or displayed on a website. However, when businesses fail to uphold their values, the consequences can be severe, leading to employee burnout, high turnover rates, and even business failure. On the other hand, companies that genuinely embrace their values foster resilience, reduce stress, and achieve lasting success.

Steward Health Care: A Case Study in Misaligned Company Values

A striking example of misaligned company values is the downfall of Steward Health Care. Once a leading hospital chain, it filed for bankruptcy in May 2024. Despite publicly emphasizing patient care and community health as core values, the reality painted a different picture. When its CEO brought in an investment firm, the company prioritized profits over people.

In 2016, Steward paid a $790 million dividend to its private equity owner, Cerberus Capital Management, even while reporting a $300 million net loss. (WSJ) This financial strategy significantly weakened the company’s stability, leading to operational challenges such as staffing shortages and resource constraints. Employees voiced concerns, stating that financial decisions compromised patient care and workplace conditions.

While investment partnerships can be beneficial, Steward’s focus on short-term financial gains over long-term sustainability eroded trust with employees, patients, and the communities they served—ultimately contributing to its collapse.

Loma Linda University Medical Center: A Model of Value-Driven Success

In contrast, Loma Linda University Medical Center (LLUMC) exemplifies how living by core values drives resilience and long-term success. LLUMC is guided by principles such as:

• Compassion
• Excellence
• Humility
• Integrity
• Justice
• Teamwork
• Wholeness

These values are woven into every aspect of the organization. Through initiatives like the “Values in Practice” program, employees are encouraged to embody these principles daily, resulting in:

• High employee satisfaction – with an average tenure of 5.1 years, exceeding industry norms.
• Holistic patient care – addressing physical, mental, and spiritual health.
• Enhanced reputation – attracting top talent and improving patient outcomes.

By embedding values into their culture, LLUMC has built a strong foundation for long-term success and employee well-being.

Turning Values into Action for Sustainable Growth

Your company values are more than just words—they shape your brand and influence how employees and customers perceive you. To create a thriving work environment and drive business success, consider these actionable strategies:

1. Communicate Values Clearly
   • Reinforce them in meetings, newsletters, and daily interactions.
2. Lead by Example
   • Ensure leadership embodies the values consistently.
3. Recognize and Reward Alignment
   • Celebrate employees who exemplify core values in their work.
4. Align Business Goals with Values
   • Make decisions that prioritize both profitability and people.

By transforming values from abstract concepts into actionable strategies, businesses can reduce burnout, foster loyalty, and achieve sustainable growth.

Key Takeaways:

• Misaligned values can lead to business failure, as seen with Steward Health Care.
• Authentic commitment to values fosters success, exemplified by Loma Linda University Medical Center.
• Embedding values in daily operations creates a resilient and thriving work environment.

Read more about our values and how they might align with your own!

You wake up exhausted, dreading another 12-hour shift. Your patient load is overwhelming, documentation is piling up, and coffee feels like your only lifeline. Sound familiar? You’re not alone—burnout is real, and it’s hitting healthcare workers harder than ever.

But here’s the kicker: burnout isn’t just a you problem—it’s an everyone problem. When healthcare employees are stretched too thin, it impacts not only their well-being but also patient care, workplace morale, and overall organizational performance. It’s time for both healthcare professionals and their employers to take burnout seriously and find solutions that work.

Burnout goes beyond feeling tired; it’s a serious condition that affects mental, emotional, and physical health. The good news? There are ways to prevent it—and if it’s already taking hold, there are steps to regain balance and restore a healthier work environment.

Spotting the Warning Signs of Burnout

Burnout doesn’t happen overnight—it builds over time. Whether you’re on the frontlines or working behind the scenes, recognizing the red flags can help prevent a complete breakdown. Key warning signs include:

• Compassion Fatigue: Emotional detachment from work, patients, or colleagues.
• Chronic Exhaustion: No amount of sleep feels like enough, and fatigue lingers even on days off.
• Increased Irritability: Snapping at coworkers, feeling impatient, or withdrawing socially.
• Cognitive Fog: Struggling with focus, decision-making, and critical thinking.
• Physical Symptoms: Headaches, muscle tension, and stomach issues that flare up with stress.
• Dreading Work: The mere thought of another shift fills you with anxiety and frustration.

If any of these sound familiar, it’s time to take action—whether you’re an individual looking for relief or an employer seeking to support your team.

Why Is Burnout So Common in Healthcare?

Let’s be honest—healthcare is tough. But burnout isn’t just about long hours; it’s about how those hours are structured and the support (or lack of it) in place.

1. Work Overload (Because 24 Hours Isn’t Enough)
   From managing patient loads to endless paperwork, healthcare workers are often expected to do more with less. Without adequate staffing, both clinical and administrative teams feel the pressure.
2. Lack of Control
   Rigid schedules, unpredictable shifts, and limited decision-making power leave employees feeling like they have no control over their work-life balance.
3. Inadequate Pay
   Let’s face it—healthcare professionals give their all, yet compensation often doesn’t align with the emotional and physical toll of the job.
4. Lack of a Supportive Work Environment
   Whether it’s a shortage of teamwork or a culture that discourages speaking up, feeling isolated in the workplace can significantly contribute to burnout.
5. Conflicting Values vs. Operational Demands
   Many healthcare workers enter the field to help people, but when efficiency and cost-cutting take priority, it can lead to frustration and disillusionment.

What Can Employers Do to Support Their Teams?

Addressing burnout requires more than just words—it takes actionable steps that create meaningful change. Here’s what healthcare organizations can do:

• Encourage (and Actually Allow) PTO
  Time off should be a priority, not a luxury. Employers must foster a culture where staff feel comfortable taking breaks without fear of repercussions.
• Promote Positive Workplace Culture
  Toxic environments can accelerate burnout. Leaders should foster a culture of respect, open communication, and empathy.
• Provide Mental Health Resources
  Offering Employee Assistance Programs (EAPs), on-site counseling, or stress management workshops can show employees that their well-being matters.
• Flexible Scheduling Options
  Implementing flexible shifts or remote administrative work when possible can provide employees with a better work-life balance.
• Acknowledge Effort and Accomplishments
  Recognition goes a long way. A simple “thank you” or celebrating small wins can boost morale and engagement.

What Can Healthcare Professionals Do to Combat Burnout?

For those working in healthcare, burnout can feel like an inevitable part of the job—but it doesn’t have to be. Here’s how employees can take control:

• Set Healthy Boundaries – Saying “no” to extra shifts or setting limits on work-related responsibilities is key to long-term sustainability.
• Prioritize Physical and Mental Health – Exercise, proper nutrition, and rest are essential, even in high-stress environments.
• Lean on Your Support System – Talking to colleagues, family, or a professional can provide relief and new perspectives.
• Take Micro-Breaks at Work – Even a few minutes of fresh air or deep breathing can help reset stress levels.
• Seek Professional Help if Needed – There’s no shame in reaching out to a mental health expert who understands the unique challenges of healthcare.

How Healthcare Staffing Agencies Can Help

When burnout stems from excessive workload and poor work-life balance, self-care alone isn’t enough. This is where healthcare staffing agencies come in, offering solutions that benefit both employees and employers:

• Relief Staffing – Bringing in temporary or per diem staff can lighten the load for overworked teams and improve patient care.
• Flexible Work Arrangements – Whether employees need part-time, contract, or travel roles, staffing agencies offer options to fit their lifestyle.
• Reducing Overtime – Supplementing the workforce with additional staff helps prevent excessive hours and ensures employees have adequate rest.
• Finding the Right Fit – Healthcare professionals can explore roles that align with their skills and values without feeling stuck in burnout-inducing environments.
• Supporting Career Growth – Whether it’s a new specialty or a change of pace, staffing agencies can help workers find fulfilling opportunities.

Final Thoughts: A Shared Responsibility

Burnout doesn’t have to be the norm in healthcare. Employees and employers alike have a role to play in preventing and addressing it. By fostering supportive environments, setting boundaries, and seeking external support when needed, healthcare organizations can ensure their teams thrive—and ultimately provide the high-quality care patients deserve.

Feeling overwhelmed? We’re here to help. Contact us today to learn how our staffing solutions can support you and your team.

Because healthcare should be about caring—for both patients and the people providing that care.

Did you know that by 2025, the U.S. could face a shortage of over 200,000 nurses? As the healthcare landscape evolves, staffing challenges are intensifying. But behind the numbers lie opportunities for forward-thinking organizations to adapt and thrive. Let’s explore 3 surprising statistics that will redefine healthcare staffing strategies in the coming year.

Growing Demand for Specialized Healthcare Professionals

The Bureau of Labor Statistics projects a 40% increase in demand for nurse practitioners by 2025, outpacing most other professions. (Source: nursejournal.com)

It seems like every day, there’s a new innovation or emerging trend reshaping the healthcare sector—and workforce needs are no exception. While the COVID-19 pandemic spotlighted widespread nursing shortages, a deeper shift is occurring. Specialized healthcare roles, such as nurse practitioners, mental health counselors, and telehealth specialists, are becoming increasingly vital to meet evolving patient demands. This growing need for specialization is being driven by several key factors:

1. An Aging Population: As the Baby Boomer generation enters their senior years, demand is soaring for professionals skilled in chronic disease management, geriatrics, and home healthcare services.
2. The Mental Health Crisis: The pandemic amplified mental health challenges, driving unprecedented demand for psychiatric nurses, therapists, and counselors to fill critical care gaps.
3. The Rise of Telehealth: Telemedicine has transformed healthcare delivery. Virtual care requires specialists trained in digital health tools, remote diagnostics, and patient engagement in a virtual setting.
4. Advancing Medical Technology: Innovations in AI, robotics, and specialized treatments are creating opportunities for professionals with niche technical expertise to support cutting-edge care.

 

Healthcare Professionals Are Demanding Flexible Work Models

73% of Gen-Z employees say flexibility is a top factor when choosing an employer. (Source: Johns Hopkins University)

Let’s face it: Millennials and Gen-Z are now driving the healthcare workforce, making up nearly 45% of nurses, according to the National Center for Health Workforce Analysis. With these younger generations come shifting priorities that healthcare organizations can’t afford to ignore. Unlike previous generations, Millennials and Gen-Z workers place a higher value on flexibility, work-life balance, and purpose-driven careers over traditional job security or rigid schedules. This shift has sparked significant growth in per diem, travel, and remote/telehealth nursing.

Organizations that fail to adapt to these preferences risk higher turnover and recruitment challenges. To attract and retain this talent pool, facilities must embrace new workforce models, such as:

• Flexible scheduling that gives nurses control over their hours.
• Travel assignments with competitive benefits and career support.
• Hybrid opportunities that mix in-person and remote work for appropriate roles

 

The Financial Cost of Turnover Will Rise Dramatically

Each nurse turnover costs healthcare organizations an average of $52,000, a number expected to rise by 15% in 2025. (Source: NSI Nursing Solutions)

How many times have you interviewed someone and thought, “This is going to be a great addition to our team,” only to be sorely disappointed after 60 days? High turnover doesn’t just affect staffing—it creates financial strain, disrupts operations, and compromises patient care.

To combat these challenges, healthcare organizations must balance effective retention strategies with smarter recruitment practices. Here are six proven suggestions:

1. Prioritize Employee Wellness and Work-Life Balance: Offer flexible scheduling to reduce burnout and improve retention.
2. Competitive Compensation and Benefits: Ensure salaries and benefits match or exceed industry standards to attract top talent.
3. Invest in Professional Growth and Development: Provide continuing education and mentorship programs to help employees advance.
4. Improve Onboarding and Training: Create a structured onboarding process with clear expectations and support.
5. Build a Positive Workplace Culture: Celebrate achievements and encourage open communication to boost morale.
6. Utilize Temp-to-Perm Staffing Agencies: Test employee fit before offering permanent positions to reduce long-term risk.

 

These statistics paint a clear picture: 2025 will be a pivotal year for healthcare staffing. Organizations that embrace flexibility, leverage technology, and prioritize retention will not only weather the challenges but thrive. Are you ready to future-proof your workforce?

Looking for innovative staffing solutions tailored to 2025’s challenges? Contact ATC Healthcare to build a reliable, cost-effective healthcare talent pipeline today.

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We are so honored to announce that we have been featured in Forbes magazine where they announced their top temporary staffing agencies and gave us a 5 Star ranking for being one of America’s best temporary staffing firms.

This is a huge honor and one we have worked so hard to achieve. Since day one it has been our goal to help find jobs for people, find institutions that are looking for personnel and facilitate that in an efficient and effective manner.

When the coronavirus started to spread across the United States in February we wasted no time preparing our team. Many physician offices closed, especially in March and April, so a lot of clinical staff were looking for employment and many hospitals were in need of highly skilled healthcare staff. Our quick and agile response to the pandemic allowed us to place healthcare workers in healthcare facilities that needed them most.

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To ensure the best care for the patient there needs to be a smooth “baton pass” between nursing shifts. Although it may be tempting to rush through this routine duty, patient safety hinges on a complete and correct exchange of information. Shift reports have the potential to be nurse-task focused instead of patient-focused.  Research has shown that involving the patient and/or their family in this process by conducting the “patient handover” by the bedside has improved this communication and patient satisfaction.

Bedside handover requires nurses to exchange pertinent patient information such as clinical conditions, allergies and care plans with the patient in his or her room. By taking the handover to the patient, nurses and patients see each other sooner. Bedside handover also allows patients to ask questions and clarify information with both nurses — which can relieve anxiety and get them involved them in their care.

Bedside handover is more efficient and effective from a nursing perspective too. Being in the patient’s room allows the incoming nurse to assess patients directly and to identify the priority needs of their unit more quickly and accurately. It increases nurse to nurse accountability and allows for a complete description and sharing of the patient’s status as a whole and can improve patient safety.  It can help more experienced nurses to act as role models to less experienced nurses and can enable tasks that can be difficult to accomplish alone to be done during the handover.

Bedside handover creates an opportunity for nurses to collaborate. It is being reviewed and studied and is a trend that is gaining traction – some even speculate this is will be a best practice guideline by the Joint Commission in the near future.

Nothing Smarts Worse Than Wasting Money!

Temporary Nurse Staffing

We often say that users of temporary staffing firms should consider the fully-loaded cost of hiring a full-time employee when comparing our prices to salaries.  It seems we may be onto something!

A recent study (published in December 2014 in the Journal of Nursing Care Quality) undertaken by the University of Rochester’s School of Nursing comparing the cost efficiency of using temporary nurse staffing versus their permanent counterparts suggests “modest use” of temporary staff can lead to cost savings and efficiencies for hospitals, while “heavy  reliance” on temporary workers to meet long-term staffing needs was not found to be cost effective.  To ready the full study, follow this link:  http://www.staffingindustry.com/row/Research-Publications/Publications/Healthcare-Staffing-Report/April-2-2015/Modest-use-of-temp-nurses-can-save-hospitals-money-study-says

 

Some nurses are finding it more challenging than ever before to land the job they want. Until recently, opportunities were plentiful in almost every nursing specialty and even nurse graduates were virtually guaranteed a job wherever they pleased, straight out of nursing school.

But that was before the recent economic downturn.

Faced with dwindling incomes, shrinking retirement plans or unemployed spouses, some nurses have been forced out of retirement, while others have delayed their retirement, picked up extra shifts or switched from full-time to part-time work to make extra money. Although the demand for nurses has not gone away, these recent changes have resulted in fiercer competition for the jobs that are available.

The good news, however, according to the Bureau of Labor Statistics, is that the current hiring trends are only temporary. The bureau’s latest projections include nursing in its list of the fastest-growing jobs.

In the meantime, what should nurses do to boost their chance of finding the job they want?

“Create a professional rsum that is tailored to the job,” advised Cara Heilmann, recruitment director at health care staffing agency, AMN Healthcare. Heilmann and her team work with a variety of hospitals and other health care providers to handle the entire recruitment process on their behalf. “Your rsum is your most important marketing piece and should highlight your talents and skills in the best possible light. Tailor the rsum to the job and remove all references to items that do not highlight a skill as it relates to the job.”

After your rsum has been noticed, health care recruiters point out that nurses should pay careful attention to how they present themselves during the interview process.

Maria-Jean Caterinicchio, RN, MS, director of workforce development for Orange County Memorial Care University and board member of the Association of California Nurse Leaders (ACNL), said that she concentrates on personality, attitude and talent when hiring nurses.

“We expect our new nurses to have the basic fundamental nursing knowledge and we are also looking for compassion, a sense of teamwork, accountability, and communication,” Caterinicchio explained. “We look for an attitude of collaboration and communication.”

Thorough preparation is also key to success.

Read more at: http://www.nursezone.com/recent-graduates/recent-graduates-featured-articles/Tips-for-Landing-the-Nursing-Job-You-Want_32404.aspx