Healthcare Design - August 2022 - 34

What initiatives/benefits are being implemented to address recruitment/retention in your firm? (choose all that apply)
Base salary and/or bonus increases
Work from home/hybrid work policies
Flexible work hours
Escalated project responsibility/
involvement
Structured career paths/
growth opportunities
Compensation for conference fees/
association dues
Compensation for continuing
education/certification
Mentorship programs
Volunteering/community
involvement opportunities
Reduced travel commitments
20%
32%
38%
45%
45%
46%
56%
75%
73%
77%
Of those benefits, what's been most successful? (choose up to three)
Base salary and/or bonus increases
Work from home/hybrid work policies
Flexible work hours
Escalated project responsibility/
involvement
Structured career paths/
growth opportunities
Compensation for conference fees/
association dues
Reduced travel commitments
Compensation for continuing
education/certification
Mentorship programs
3%
1%
Volunteering/community
involvement opportunities 0%
is for their company on a scale of one to 10, with
one being not challenging and 10 extremely
challenging, respondents' average response
was seven. Regarding recruitment, respondents
were next asked to consider what level of
healthcare design experience is in greatest demand
by their company. The level of 5-10 years
of experience was overwhelmingly chosen by
48 percent of respondents. Next closest was
10+ years with 28 percent of votes and 3-5 years
with 20 percent. Both recent graduates/entry
level and executives or firm/studio leadership
were chosen by just 2 percent each.
34
AU GUST 2022
Overall, staff retention proved to be a lesser challenge for survey participants,
who on average ranked it a five on the same one to 10 scale.
However, it was again healthcare design professionals with 5-10 years of
experience who were identifi ed as those most frequently departing their
fi rms at 34 percent. Next are those with 3-5 years of experience at 30 percent
and 10+ years at 25 percent. Both entry-level and leadership-level
staff ers were in the single digits, at 9 percent and 2 percent, respectively.
Concerning reasons cited by employees leaving positions, respondents
shared feedback in an open-ended question. Common responses
included the desire to do design work outside of healthcare, leaving for
other industry-aligned opportunities (developer, health system, etc.),
and, particularly, higher salary and/or title as well as burnout and lack of
work/life balance.
HCDMAGAZINE.COM
6%
6%
14%
11%
59%
52%
65%
ADRAGAN/STOCK.ADOBE.COM
http://www.HCDMAGAZINE.COM

Healthcare Design - August 2022

Table of Contents for the Digital Edition of Healthcare Design - August 2022

Healthcare Design - August 2022 - Cover1
Healthcare Design - August 2022 - Cover2
Healthcare Design - August 2022 - 1
Healthcare Design - August 2022 - 2
Healthcare Design - August 2022 - 3
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Healthcare Design - August 2022 - Cover3
Healthcare Design - August 2022 - Cover4
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