Remote Work

The COVID-19 pandemic catalyzed a significant shift in the professional landscape, ushering in the era of remote work. Driven by the need for social distancing and the potential for increased productivity and employee satisfaction, organizations across the globe have adapted to this new paradigm.  

Top three takeaways: 

Organizations across industries are adopting digital technologies to improve all aspects of their business. They often focus on “digital transformation” as a way to streamline operations or improve the customer experience.

Three years into a post-COVID world, it looks like remote work is here to stay. Some organizations have employees who work remotely full-time, while others spend part of the time remote and part of the time in the office.

Either way, a remote workforce presents particular challenges that require careful management. Here are some best practices to mitigate the risks and challenges for remote workers.

Healthcare providers have been filling gaps in coverage with a combination of remote, traveling and telehealth workers. While such an approach can be effective, healthcare facilities should regularly evaluate the legal considerations.

In 2022, it’s a prospective employee’s world, and never more so than in healthcare.

There is constant pressure to fill vacant positions in healthcare systems at all levels, from executives and physicians to nurses and support staff members.

While the COVID-19 pandemic wasn’t the only cause of healthcare labor shortages nationwide, it certainly exacerbated the situation. Now, two years later, healthcare recruitment has transformed into an almost entirely new landscape.

This National Healthcare Recruiter Recognition Day, we review the top challenges healthcare recruiters must overcome in this new hiring environment.

Two years into a global pandemic, with several stops and starts, many employers are planning a return to an in-person or hybrid work model (in-person blended with remote work). Companies that postponed returning to office due to COVID-19 variants are now beginning to develop a model of what work will look like, at least for the next couple of years. This is an opportunity for workplace leaders to review stopgap policies for remote work and translate them into forward-thinking engagement and retention strategies that can support them during an uncertain economy.

Work models have been in limbo since the COVID-19 pandemic first disrupted long-held workplace norms. This year, employers have to make long-term decisions for managing their workforces moving forward.

Human resource leaders in healthcare have already faced countless challenges over the past two years. But many of these challenges remain unsolved and will follow us throughout 2022.

The use of telehealth peaked in 2020 during the shutdown. It has since settled down but remains a popular option, as research demonstrates that telehealth usage today is 38 times higher than it was before the pandemic. That could have a big impact on the future of healthcare.