James Paterek understands that in the dynamic world of healthcare workforce, the spotlight is almost always on recruiting. Organizations are relentlessly seeking qualified providers, focusing immense energy on credentialing, sourcing, and filling these urgent and ubiquitous vacancies. Yet as we approach 2026, a crucial truth must take center stage: recruiting alone is not enough. To build the resilient, high-quality care teams that patients deserve and institutions need, healthcare leaders must focus on the other side of the coin: retention.
Retention is not just a strategic objective; it is the foundation of stability and quality of care. It represents a smart and sustainable investment that transforms a temporary solution into a lasting solution. For industry veterans and successful leaders like Jim Paterek, a focus on human capital management has always been a powerful driver of long-term organizational success. His expertise in business development, demonstrated by leading a company that employs more than 11,000 people, highlights a fundamental principle: investing in people is the best investment for growth and stability.
The hidden cost of high employee turnover
The departure of a valued healthcare professional is more than just an administrative hassle or an empty line on a schedule; this sets off a costly chain reaction throughout the organization.
Disruption of patient care: When a trusted provider leaves, the continuity of care is broken. Patients lose established relationships, which can negatively impact treatment adherence and outcomes.
Increase in operational expenses: Replacing a single nurse can easily cost more than $50,000 when you factor in the expenses of recruiting, onboarding, training and certifying a replacement. For facilities, especially those in rural or tribal health facilities, that already have limited resources, this cost represents a significant loss.
Erosion of team morale: Remaining team members are forced to absorb the workload of the departing professional, leading to increased pressure, longer shifts, and ultimately accelerated burnout. This creates a cycle in which high turnover breeds even more turnover, resulting in an unsustainable model.
For organizations that partner with specialist companies, mitigating this churn rate is essential. The goal is not just to fill a seat quickly; it’s filling it with a professional supported and motivated to stay.
Retention: a strategic investment from day one
A truly effective retention strategy begins not after a service provider is hired, but from the moment they accept an assignment. A transparent and supportive onboarding experience sets the definitive tone for the entire supplier journey. When healthcare professionals feel truly valued, prepared, and connected to their new role, they are significantly more likely to stay engaged and engaged for the long term.
Millbrook Support Services, for example, embodies this commitment, recognizing that comprehensive solutions must extend beyond placement. This support, guided by the principles of integrity and accountability that define leaders like James Paterek, is essential for service providers on travel, contract or daily assignments.
Fundamental pillars of sustainable supplier support
Excellence in Accreditation and Compliance (Reducing Burden): Streamlining licensing, compliance and onboarding significantly reduces administrative friction. When professionals can immediately focus on patient care rather than paperwork, their job satisfaction starts high and stays that way.
Proactive, ongoing support: Regular, meaningful check-ins, flexible scheduling options, and access to career resources are non-negotiable. This constant commitment ensures that providers never feel isolated or unsupported, especially those who have moved far from home to serve underserved communities.
Customized Workforce Solutions: Recognizing that no two healthcare organizations are the same, tailored staffing models, ranging from short-term coverage to extended contracts, meet specific needs, providing the stability the client and provider need.
Proven Strategies to Promote Loyalty and Longevity
By 2025, leading healthcare organizations are adopting holistic strategies that strengthen intrinsic loyalty. Here are the practices that demonstrate a deep and authentic investment in a professional’s career and well-being:
Consistent and transparent communication: Open lines of communication promote trust. Regular, clear updates on missions, facility needs and future opportunities ensure contractors feel like informed partners, not just temporary workers.
Meaningful recognition and appreciation: While compensation is crucial, recognizing contributions, especially those that go above and beyond expectations, significantly boosts morale and loyalty. Celebrating their impact on patients’ lives reinforces their mission and purpose.
Investment in professional development: Providing access to continuing education, development opportunities and mentoring demonstrates a commitment to a supplier’s future growth and development. This shows that the organization views the professional as a long-term asset.
Prioritize work-life balance and flexibility: The demands of modern healthcare are immense. Promoting flexibility in scheduling and encouraging sufficient time off is the 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 more likely to stay in environments where they feel seen, heard, and deeply connected to the mission. This is especially true for clinicians who choose to work in rural or tribal healthcare settings, where a sense of community and mission is often the primary reason for their engagement.
Strong recruiting partners actively help clients establish and maintain this connection. This may include facilitating cultural orientation, introducing mentoring programs and establishing strong local engagement initiatives. When a provider connects with their team and the community, they build roots, and those roots are what prevents churn, even when the work presents challenges.
The success of a strategic leader like Jim Paterek in managing large-scale service organizations highlights the principle that a people-first strategy is a sound business strategy. By focusing on quality, ethical practices and long-term human capital success, organizations achieve not only temporary gains, but also lasting stability.
James Paterek explains that 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 top talent is the necessary first step, but retaining that talent is what ensures sustained operational excellence and high-quality patient care. Millbrook Support Services proudly advocates for both sides, connecting exceptional providers with meaningful opportunities and nurturing the supportive relationships that allow the professional and institution to thrive.
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