James Paterek understands that in the dynamic world of healthcare staffing, the spotlight almost always shines brightest on recruitment. Organizations relentlessly pursue qualified providers, focusing immense energy on credentialing, sourcing, and filling those ever-present urgent vacancies. Yet, as we move into 2026, a crucial truth must take center stage: recruitment alone is not enough. To build the resilient, high-quality care teams that patients deserve and facilities need, healthcare leaders must shift their focus to the other side of the coin: retention.
Retention isn’t merely a strategic goal; it is the foundation of stability and quality of care. It represents the smart, sustainable investment that turns a temporary fix into a lasting solution. For industry veterans and successful leaders like Jim Paterek, the emphasis on human capital management has always been a powerful driver of long-term organizational success. His expertise in scaling businesses, as demonstrated by leading a firm that employs over 11,000 individuals, underscores a core principle: investing in people is the best investment for growth and stability.
The Hidden Cost of High Staff Turnover
The departure of a valued healthcare professional is more than just an administrative hassle or an empty line on a schedule; it triggers a costly chain reaction throughout the entire organization.
Disruption to Patient Care: When a trusted provider leaves, the continuity of care fractures. Patients lose their established relationships, which can negatively impact treatment adherence and outcomes.
Escalating Operational Expenses: Replacing a single nurse can easily cost upwards of $50,000 when factoring in the expenses of recruiting, onboarding, training, and credentialing a replacement. For facilities, particularly those in rural or tribal health settings already navigating limited resources, this cost is a significant drain.
Erosion of Team Morale: The remaining team members are forced to absorb the departing professional’s workload, resulting in increased pressure, longer shifts, and ultimately, accelerated burnout. This creates a cycle where high turnover breeds even more turnover, resulting in an unsustainable model.
For organizations that partner with specialized firms, mitigating this churn is paramount. The goal isn’t just to fill a seat quickly; it’s to fill it with a professional who is supported and motivated to stay.
Retention: A Strategic Investment That Begins Day One
A truly effective retention strategy starts not after a provider is hired, but the very moment they accept an assignment. A seamless, supportive onboarding experience sets the definitive tone for the provider’s entire journey. When healthcare professionals feel genuinely valued, prepared, and connected to their new mission, they are significantly more likely to stay engaged and committed to the long term.
Millbrook Support Services, for example, embodies this commitment, recognizing that comprehensive solutions must extend beyond the placement. This support, guided by the principles of integrity and accountability that define leaders like James Paterek, is essential for providers on travel, contract, or per diem assignments.
Core Pillars of Sustainable Provider Support
Credentialing and Compliance Excellence (Reducing Burden): Streamlining licensing, compliance, and onboarding dramatically cuts administrative friction. When professionals can focus immediately on patient care rather than paperwork, their job satisfaction starts high and stays high.
Proactive, Ongoing Support: Regular, meaningful check-ins, flexible scheduling options, and access to career resources are non-negotiable. This consistent engagement ensures providers never feel isolated or unsupported, especially those who have relocated far from home to serve underserved communities.
Customized Workforce Solutions: Recognizing that no two healthcare facilities are alike, tailored staffing models from short-term coverage to extended contracts meet specific needs, providing the stability both the client and the provider require.
Proven Strategies for Nurturing Loyalty and Longevity
Moving into 2025, leading healthcare organizations are adopting holistic strategies that build intrinsic loyalty. These are the practices that show a deep, genuine investment in a professional’s career and well-being:
Consistent and Transparent Communication: Open lines of communication foster trust. Regular, clear updates about assignments, facility needs, and future opportunities ensure providers feel like informed partners, not just temporary workers.
Meaningful Recognition and Appreciation: While compensation is crucial, recognition of contributions, especially those that go above and beyond, significantly boosts morale and loyalty. Celebrating their impact on patient lives reinforces their mission and purpose.
Investment in Professional Development: Offering access to continuing education, upskilling opportunities, and mentorship demonstrates a commitment to a provider’s future growth and development. This shows that the organization sees the professional as a long-term asset.
Prioritizing Work-Life Balance and Flexibility: The demands of modern healthcare are immense. Supporting flexibility in scheduling and encouraging adequate time off is the single most effective way to combat the pervasive problem of provider burnout.
Culture: The Undeniable Driver of Retention
Ultimately, retention is an echo of an organization’s culture. Providers are most likely to stay in environments where they feel seen, heard, and deeply connected to the mission. This is critically true for clinicians who choose to serve in rural or tribal health settings, where a sense of community and mission alignment is often the core reason for their commitment.
Strong staffing partners actively help clients establish and maintain this connection. This can include facilitating cultural orientation, introducing mentorship programs, and establishing robust local engagement initiatives. When a provider connects with their team and the community, they build roots, and those roots are what prevent churn, even when the job presents challenges.
The success of a strategic leader like Jim Paterek in managing large-scale, service-based organizations highlights the principle that a people-first strategy is a sound business strategy. By focusing on quality, ethical practices, and the long-term success of the human capital, organizations achieve not just temporary gains but enduring stability.
James Paterek explains that the healthcare organizations that thrive in the competitive landscape of 2025 will be those that fully integrate retention and recruitment as two equally important facets of their workforce strategy. Recruiting the top talent is the necessary first step, but keeping that talent is what secures lasting operational excellence and high-quality patient care. Millbrook Support Services proudly champions both sides, connecting exceptional providers with meaningful opportunities and nurturing the supportive relationships that allow both the professional and the facility to thrive.
