Remote & Hybrid Work in Healthcare Leadership
When people think of industries that lend themselves to virtual and hybrid work, “healthcare” is usually not at the top of the list. The acute, hands-on nature of healthcare work requires many employees — doctors, nurses, staff members — to be on-site, actively taking care of patients.
But that assumption may be changing. A 2022 study from McKinsey & Co. found that 43 percent of healthcare practitioners and technical workers said they work remotely at least sometimes. While healthcare is still on the “low” end of virtual and hybrid work compared to other industries, it is increasingly a viable option for many administrative, support, and leadership roles in healthcare.
This change is exciting, but also presents new challenges for HR leaders. There are pros and cons to offering hybrid and virtual work options in healthcare, and the practices must be adopted carefully, with the wellbeing of patients, staff, and the organization in mind.
While there are no clear-cut answers, here are some of the field observations we’ve gathered when it comes to virtual and hybrid work in healthcare leadership:
1. Remote work IS possible in healthcare leadership — but it’s not the norm.
Many healthcare leadership positions are still designed with on-site leadership in mind. While some hospitals have adopted hybrid and virtual practices, many organizations still prioritize on-site work. When candidates know this upfront, they can plan accordingly and consider relocation needs in their decision-making process.
2. Remote work can be a competitive advantage for hiring organizations.
On the flip side, if a hospital does offer some amount of work-location flexibility, it can be a great way to attract talented candidates. This might allow a hospital to hire a leader who can’t relocate right away, or who has family needs that require a more flexible schedule. When healthcare organizations are willing to offer some amount of hybrid work, it can create an important competitive edge in a tight labor market.
3. Virtual work practices can benefit employees AND organizations.
There is a growing body of evidence to suggest that virtual and hybrid work schedules produce tangible benefits for people and organizations. Some of the common benefits for organizations include increased productivity and efficiency, boosted morale, reduced costs, and access to a broader talent pool. And for employees, work-life balance is a big part of the equation.
As Alex Kayser recently wrote in Becker’s Healthcare Review, “Flexibility allows people to maintain the work-life balance that some developed during the pandemic — and in a high burnout field like healthcare, balance can be crucial.” While hybrid and remote work practices need to be handled with care, they can also have real, tangible impacts on employee wellbeing and a hospital’s bottom line.
4. Even when remote work is offered, on-site leadership is still important.
Even when healthcare leadership roles are offered in a remote or hybrid work setting, on-site leadership is still a big part of the job. It’s important for healthcare leaders to have a presence in their hospital or healthcare organization — meeting patients, seeing doctors and nurses in action, and observing operations and hospital culture on-the-ground. As Healthcare HR Departments hire more hybrid or remote employees, it’s important to provide pathways for on-site visits, trips, and in-person onboarding, even if a majority of the role will be completed off-site.
The Future of Remote & Hybrid Work in Healthcare
The role of virtual and hybrid work in healthcare will continue to change and evolve. As telemedicine becomes more common, virtual and hybrid approaches will only become more widespread in the healthcare space. The key for both healthcare organizations and leaders will be staying true to core values — excellence in patient care, prevention, and compliance — while also taking advantage of the exciting opportunities that remote and hybrid work practices offer.
Lauren Bencekovich is the founder and Managing Director of Lauren Recruiting Group, a boutique healthcare recruiting firm that matches healthcare executive candidates with hospitals and health organizations. Looking for an outstanding C-Suite candidate? Visit our contact page to schedule a 30-minute intro call with one of our team members. We look forward to connecting and matching you with a top-tier candidate!