Skills shortage: The myth of salary as the main motivator in outpatient medicine

What it’s all about

The discussion about the shortage of skilled labour in German medical practices mainly focuses on salary as the key factor in solving the problem. It is often argued that higher salaries are the main means of retaining staff in practices and attracting new specialists. However, recent studies and research findings refute this assumption and show that other factors play a far greater role in employee motivation and retention.

The “hit list”

If you analyse the studies conducted on this topic across all industries, you can create a doctor’s “hit list” of the most important factors for employees in the workplace. It is important to note that the order and weighting of these factors can vary depending on the industry, company size, age of employees and individual preferences. Nevertheless, most current studies show that these five factors are consistently cited as particularly important for employee satisfaction and motivation. For the outpatient medical sector, the “hit list” describes the actual priorities.

1: Working atmosphere and collegiality

A positive working atmosphere and good relationships with colleagues and superiors are crucial for employee satisfaction. A pleasant working environment in which collegiality and cooperation are encouraged significantly increases motivation and reduces the risk of burnout and dissatisfaction. The importance of these factors is often underestimated, even though they form the basis for a productive and committed workforce.

2nd place: Work-life balance and flexible working models

Another important aspect is the work-life balance. Flexible working hours contribute significantly to employee satisfaction and motivation. They enable employees to better harmonise their professional obligations with their private lives, which leads to a higher quality of life and ultimately to higher work performance.

3rd place: Meaningfulness and development opportunities

For many employees, it is crucial that their work is meaningful and that they can develop further. Career opportunities and further training programmes play a major role here. These factors give employees the feeling that they are valued and supported, which strengthens their loyalty to the company and increases their long-term motivation.

4th place: Recognition and appreciation

Recognition and appreciation for work performed are further key factors for employee satisfaction. A culture of praise and positive feedback helps employees feel respected and valued. This appreciation motivates employees to continue to give their best and work hard for the company.

5th place: Salary in context

Whilst salary remains an important aspect, it needs to be embedded in a wider context. Fair and competitive pay is necessary, but without considering the soft factors mentioned above, salary loses its impact as a motivator. Additional benefits such as company pension schemes and health programmes can make the overall package more attractive, but do not replace the need for a good working environment and interpersonal appreciation.

Conclusion

To summarise, it can be said that although salary plays a role, it is not the main motivator for employees in German GP and specialist practices. Soft factors such as a positive working atmosphere, a good relationship with colleagues and the practice owners, meaningful activities, development opportunities as well as recognition and appreciation are often more important for sustainable employee motivation. A one-sided focus on salary therefore falls short and misses the actual needs and wishes of staff. In order to effectively combat the shortage of skilled labour in the healthcare sector and increase employee satisfaction, doctors need to develop comprehensive strategies that take both monetary and non-monetary incentives into account.