Burnout and turnover are pushing healthcare teams to the brink — especially in small and midsize practices. According to Press Ganey’s 2025 Employee Experience Report, nearly half of all healthcare workers report symptoms of burnout. First-year turnover for support staff now exceeds 22%, and it’s not slowing down.
But it’s not all bad news. Forward-thinking practices are flipping the script — by investing in people, not just protocols. The most resilient teams aren’t just surviving. They’re thriving. These organizations are building a culture where employees feel valued, supported, and empowered to thrive.
The Reality: Small Practices, Big Pressures
Small healthcare practices face unique challenges:
- Chronic burnout: Long shifts, emotional demands, and staff shortages are pushing teams to their limit.
- High turnover: Support staff turnover sits at 16.4%, and new hires are burning out fast.
- Competing with larger systems: Big hospitals offer big benefits — making it hard for smaller teams to stand out.
But here’s what’s working: prioritizing perks that support everyday life — not just work life.
What Resilient Healthcare Teams Do Differently
1. They Offer Benefits That Feel Personal
Today’s healthcare professionals want options. Flexible perks like wellness stipends, mental health resources, or support for childcare go further than one-size-fits-all packages. In fact, practices that offer personalized benefits see up to 32% higher retention (Vantage Circle, 2025).
With LIVD: Set a monthly perk budget and let your team choose what supports them — whether it’s wellness, gym memberships, or groceries.
2. They Recognize Their People — Often
Recognition doesn’t need to be grand to be meaningful. A thoughtful shout-out, a birthday perk, or a quick thank-you can go a long way in making someone feel seen.
With LIVD: Automate milestones, peer-to-peer recognition, and meaningful rewards — so no one’s contributions go unnoticed.
3. They Invest in Growth, Not Just Roles
Resilient teams are built on trust and opportunity. Offering development pathways — like certifications, cross-training, or mentorship — shows employees they have a future with you, not just a job.
4. They Make Admin Invisible
Manual spreadsheets, paper forms, and scattered platforms only add to the chaos. The right tools simplify everything — from distributing perks to tracking impact — so your team can focus on patients, not paperwork.
With LIVD: Manage perks, track usage, and measure retention — all in one place.
The LIVD Advantage: Supporting Healthcare Teams
With LIVD, healthcare practices can:
- Set a monthly budget for employee perks.
- Let staff choose the benefits that matter most.
- Automate recognition and reward programs
- Track engagement and retention — all in one place
Supporting Healthcare Teams, Every Day
Small and midsize practices can’t outspend the big players — but they do have what really matters: the ability to care deeply for their team.
When you show your team you see them as a whole people — not just job titles — you earn loyalty, reduce burnout, and build a workplace they’re proud to be part of.
LIVD helps you make that possible — without adding more to your plate.
Want to see how LIVD can help your healthcare team thrive?
Sources & References
- Press Ganey: 2025 Employee Experience Report https://www.pressganey.com/resources/employee-experience-report
- NSI: 2025 National Health Care Retention & RN Staffing Report https://www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf
- Vantage Circle: Healthcare Employee Engagement 2025 https://www.vantagecircle.com/blog/healthcare-employee-engagement/
