Question
How can leaders identify and implement opportunities to foster staff growth and retention?
Answer
Leaders can strengthen retention and engagement by actively identifying opportunities for professional growth and aligning them with each team member’s goals and skills. A structured career ladder—whether point-based, tiered, or another model—offers a clear path for advancement and recognition. This structure can be enhanced with tangible rewards, such as bonuses, wage increases, or professional recognition, to acknowledge achievements and encourage ongoing development. Delegating meaningful projects can also serve as both a growth opportunity and a way to share ownership of organizational initiatives.
Maintaining professional development funds, even in tight budget periods, is a key investment in staff satisfaction and expertise. Supporting continuing education, mentorship, and relationships with training institutions helps build a strong internal pipeline of talent. The example of a respiratory therapist who transitioned through multiple roles—including specialized teams and pulmonary function testing—illustrates the value of meeting employees where they are in their career and accommodating shifts in professional focus.
By combining flexibility, structured growth opportunities, and active recognition, leaders can retain talented staff and enable them to make meaningful contributions—even if that means supporting them in a different role or location within the system. Such an approach fosters loyalty, preserves institutional knowledge, and cultivates a culture of mutual investment between the organization and its employees.
This Ask the Expert is an edited excerpt from the course, “Developing Staff Through All Stages of a Career,” presented by Carrie Coffman, RRT.
