Latest news with #staffretention
Yahoo
07-08-2025
- Health
- Yahoo
UK warned it risks exodus of 'disillusioned' doctors
Nearly one in five doctors is considering quitting in the UK, new figures show, while one in eight is thinking about leaving the country to work abroad. The General Medical Council (GMC), which commissioned the research, is warning that plans to cut hospital waiting lists will be at risk unless more is done to retain them. By July 2029, the prime minister has said 92% of patients needing routine hospital treatment like hip and knee replacements will be . "[Poor staff retention] could threaten government ambitions to reduce waiting times and deliver better care to patients," warned the authors of the GMC's latest report. The main reason doctors gave for considering moving abroad was they are "treated better" in other countries, while the second most common reason was better pay. Some 43% said they had researched career opportunities in other countries, while 15% reported taking "hard steps" towards moving abroad, like applying for roles or contacting recruiters. "Like any profession, doctors who are disillusioned with their careers will start looking elsewhere," said Charlie Massey, chief executive of the GMC. "Doctors need to be satisfied, supported, and see a hopeful future for themselves, or we may risk losing their talent and expertise altogether." Read more on Sky News:Airport reopens after plane incidentReeves told big tax rises neededHiroshima survivor's warning, 80 years on The report - which comes after a recent five-day walkout by resident doctors - is based on the responses of 4,697 doctors around the UK and also explores how they feel about career progression. One in three said they are unable to progress their education, training and careers in the way they want. Those who didn't feel like their careers were progressing were at higher risk of burnout and were less satisfied with their work. The GMC blamed workloads, competition for jobs, and lack of senior support for development for adversely impacting the career progression of UK doctors. 'Legitimate complaints' The Department of Health and Social Care acknowledged doctors had suffered "more than a decade of neglect". "Doctors have legitimate complaints about their conditions, including issues with training bottlenecks and career progression," said a spokesperson. "We want to work with them to address these and improve their working lives, which includes our plans set out in the 10 Year Health Plan to prioritise UK graduates and increase speciality training posts. "This government is committed to improving career opportunities and working conditions, bringing in ways to recognise and reward talent - as well as freeing up clinicians' time by cutting red tape."
Sky News
07-08-2025
- Health
- Sky News
UK warned it risks exodus of 'disillusioned' doctors
Nearly one in five doctors is considering quitting in the UK, new figures show, while one in eight is thinking about leaving the country to work abroad. The General Medical Council (GMC), which commissioned the research, is warning that plans to cut hospital waiting lists will be at risk unless more is done to retain them. By July 2029, the prime minister has said 92% of patients needing routine hospital treatment like hip and knee replacements will be seen within 18 weeks. "[Poor staff retention] could threaten government ambitions to reduce waiting times and deliver better care to patients," warned the authors of the GMC's latest report. The main reason doctors gave for considering moving abroad was they are "treated better" in other countries, while the second most common reason was better pay. Some 43% said they had researched career opportunities in other countries, while 15% reported taking "hard steps" towards moving abroad, like applying for roles or contacting recruiters. "Like any profession, doctors who are disillusioned with their careers will start looking elsewhere," said Charlie Massey, chief executive of the GMC. "Doctors need to be satisfied, supported, and see a hopeful future for themselves, or we may risk losing their talent and expertise altogether." 3:13 The report - which comes after a recent five-day walkout by resident doctors - is based on the responses of 4,697 doctors around the UK and also explores how they feel about career progression. One in three said they are unable to progress their education, training and careers in the way they want. Those who didn't feel like their careers were progressing were at higher risk of burnout and were less satisfied with their work. The GMC blamed workloads, competition for jobs, and lack of senior support for development for adversely impacting the career progression of UK doctors. 2:51 'Legitimate complaints' The Department of Health and Social Care acknowledged doctors had suffered "more than a decade of neglect". "Doctors have legitimate complaints about their conditions, including issues with training bottlenecks and career progression," said a spokesperson. "We want to work with them to address these and improve their working lives, which includes our plans set out in the 10 Year Health Plan to prioritise UK graduates and increase speciality training posts. "This government is committed to improving career opportunities and working conditions, bringing in ways to recognise and reward talent - as well as freeing up clinicians' time by cutting red tape."
Times of Oman
06-08-2025
- Business
- Times of Oman
Europcar Oman & Bahrain Achieves 10+ Years of Zero Attrition, Redefining Workplace Culture in the Region
Muscat: In a region where high staff turnover is considered the norm, Europcar Oman & Bahrain has achieved a milestone that defies industry expectations: over 10 years without a single voluntary resignation. Even more remarkable, some employees who left have since returned—underscoring the company's reputation as a workplace that feels like home. 'At Europcar, our obsession is our people. When they feel trusted and valued, they take care of our customers like family,' said Nitin Sapre, CEO of Europcar Oman & Bahrain. 'Europcar's success isn't just built on strategy—it's built on culture.' A Culture Built on Trust and Empowerment Europcar's approach to leadership is based on freedom, ownership, and internal growth: All managers have grown through the ranks, having held 2–3 different roles within the company. The organization maintains flat hierarchies and avoids micromanagement. Employees are expected—and empowered—to lead from any level. People-First Policies That Go Beyond the Norm Europcar offers a progressive set of employee benefits designed to support both personal and professional well-being: Interest-free car loans Cash gifts for major life events (marriage, childbirth) 50% sponsorship for any learning program—even if unrelated to work Flexible hours and remote work when unwell (no doctor's note required) Paid sightseeing day when traveling for business Overseas incentive trips for top performers Monthly employee recognition and celebration programs The company also boasts a world-class Wellness Lounge that includes a gym, yoga space, licensed mental health counselor, and a certified nutritionist. In addition, a fully equipped Gaming & Movie Lounge provides recreational spaces for employees to unwind. Corporate Social Responsibility: Impact Beyond the Workplace Europcar's commitment to community is just as strong as its internal culture: Annual Ramadan food drives benefiting over 100 families Support for blood donation campaigns, cancer walkathons, and beach cleanups Organizer of Oman's largest internship fair, in partnership with OABC, The Diplomatic Club, BBF, and INMECC Annual Iftar events that include employees' families An internal crisis fund to support team members during emergencies Raising the Bar for the Region With this bold, people-first approach, Europcar Oman & Bahrain is setting a new benchmark in the region for what it means to build a high-retention, high-trust workplace culture. 'We're not just redefining work,' added Sapre. 'We're humanizing it.'
The Independent
16-07-2025
- Health
- The Independent
Care home workers ‘almost twice as likely to be in poverty as average UK worker'
Care home workers and their families are almost twice as likely to live in poverty as the average UK employee, according to research published as those in the adult social care sector await details on how the Government will ensure fairer pay. Earlier this month, following the launch of the Government's 10-year health plan focused on the NHS, Health Secretary Wes Streeting said he would 'shortly be setting out how we will deliver the first ever fair pay agreements for the care workforce, building a real social care progression'. The adult social care sector has long faced problems with staff retention and recruitment, with an estimated 131,000 vacancies on any given day. No date has yet been announced for details to be given on the Fair Pay Agreement as part of the Employment Rights Bill, which is currently making its way through the House of Lords. It is expected the Government will confirm how much funding will be available to support it and launch a consultation at some point later this year into how it should work. The spending review published last month stated there would be an increase of more than £4 billion of funding available for adult social care in 2028-29, compared with 2025-26. But the Health Foundation has estimated this might not be enough to both fund the sector more generally to meet rising demand for social care and to ensure better pay for workers. The charity estimated an extra £3.4 billion would be necessary just to meet demand for publicly-funded social care in England in 2028/29, while increasing pay for the care workforce to at least NHS band three levels could cost a further £2.3 billion. Current band three annual salaries for full-time workers in roles such as emergency care assistants and occupational therapy support in the NHS are between £24,937 and £26,598. Such an increase could lead to a 6.6% rise on average in household income for care home staff and their families, leading to 'a modest but important reduction in poverty', the charity said. For the poorest fifth of care home staff and their families, household income could rise by 14.7%, it added. According to Health Foundation analysis of national data from 2021/22 to 2023/24, someone working in a care home in the UK is almost twice as likely to live in poverty as the average UK worker, while children in those families are three times more likely to be materially deprived as those in the average working household. The analysis, which used data from the Households Below Average Income (HBAI) and the Family Resources Survey (FRS), found that over the three-year period, care home workers were twice as likely to live in a food-insecure household as the average UK worker and twice as likely to have used a food bank in the past year compared with other workers. While 2.9% of workers in residential care had used a food bank, this compared with 1.5% of all workers. The charity said its findings 'likely underestimate poverty rates for the whole care workforce' as they focused their research on staff in care homes rather than those looking after people in their own homes, where the organisation said 'problems with insecure employment and underpayment are even greater'. The report states that, given its estimates of how much funding is needed to meet demand in the sector and provide better pay, the current £4 billion announced by Government risks 'leaving local authorities to choose between providing people with the care they need and funding much needed wage rises for the care workforce'. Lucinda Allen, policy fellow at the foundation, said while social care is 'vital and fulfilling work', it has 'long been underpaid and undervalued'. She added: 'Around one in every 20 working people in England is employed in social care. Enhancing pay and working conditions in the care sector could be an important part of the Government's growth agenda, improve people's lives, and help fill the 131,000 social care vacancies. 'The Government must deliver on its promise of fair pay for care workers, alongside wider improvements to our care system.' The Royal College of Nursing (RCN) urged the Government to swiftly introduce a fair pay agreement, after the report highlighted 'the urgent need to improve pay and conditions for care workers'. RCN England executive director Patricia Marquis said: 'It is a sad state of affairs that such a vital workforce is so poorly valued and little wonder that there are so many vacancies. When care homes cannot recruit enough staff it leaves too many without access to the care they deserve. 'Ministers must not delay in introducing a fair pay agreement and a new body to improve conditions for care workers, as well as rooting out exploitation. Failure to do so will only undermine ambitions to move care into the community and deepen a social care workforce crisis that harms the vulnerable.' Unison general secretary Christina McAnea described it as a 'national scandal those looking after some of the most vulnerable are more likely to be on poverty pay and struggling to make ends meet'. She added: 'By finding the funding for a fair pay agreement that should see care workers rewarded properly, the Government will be showing it's serious about transforming the crisis-ridden sector. 'Decent wages have to be at the heart of the promised national care service the country needs so desperately.' A Government spokesperson said: 'Care workers play a vital role in society caring for our most vulnerable and deserve to be paid properly for their hard work. 'That's why we've launched the first ever Fair Pay Agreement for carers, increased the National Living Wage – worth £1,400 more a year for full-time workers – and delivered the biggest ever rise in the Carer's Allowance earnings threshold. 'We have also launched an independent review into social care to build a National Care Service, which will also look at how we can improve working conditions and retention.' The Casey Commission, launched earlier this year, aims to set out a plan to implement a national care service, but social care leaders have previously raised concerns over the potential timeline of 2036 for some recommended reforms to be introduced.
Yahoo
09-05-2025
- General
- Yahoo
Explore the exit surveys left by departing MPS teachers and staff
To understand the staff retention problem at Milwaukee Public Schools, the Milwaukee Journal Sentinel obtained the exit surveys filled out by staff who left the school district in recent years. The surveys describe the reasons staff left and what might have kept them in the district. In the first public analysis of these surveys, the Journal Sentinel found about a third of respondents selected at least one factor directly related to their working environments, such as safety, working conditions and workloads. The Journal Sentinel also found the district has failed to digitize its exit survey process and hasn't analyzed the results to inform retention strategies, despite years of conversations about doing so. Below, you can search for exit surveys by staff in certain positions, staff in certain school board districts, and staff who selected certain reasons for their departures. As an O'Brien Fellow in Public Service Journalism at Marquette University this school year, Milwaukee Journal Sentinel reporter Rory Linnane is examining vacancies at Milwaukee Public Schools, how they impact students, and how to solve them. Linnane is working with two Marquette students, Gabriel Sisarica and Chesnie Wardell. Marquette University and administrators of the fellowship play no role in the reporting, editing or presentation of this work. Contact Rory Linnane at Follow her on X (Twitter) at @RoryLinnane. This article originally appeared on Milwaukee Journal Sentinel: Read exit surveys by teachers, staff leaving Milwaukee Public Schools
