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The ASHHRA Podcast

The ASHHRA Podcast

著者： Robert "Bo" Brabo and Luke Carignan
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The ASHHRA Podcast is the definitive audio briefing for healthcare HR leaders navigating what’s next.


Hosted by Bo Brabo and Luke Carignan, this weekly podcast explores the forces reshaping the healthcare workforce, from talent shortages and leadership burnout to data-driven HR strategy, labor relations, and policy shifts that impact care delivery.


Each episode features candid conversations with CHROs, senior executives, and industry change-makers who are solving real problems inside hospitals and health systems right now. No theory, no fluff, just practical insight from leaders in the arena.


Listeners gain clarity on complex workforce challenges, early signals on emerging trends, and grounded perspectives that help bridge strategy and people operations. Whether you lead HR for a health system, support workforce strategy, or influence organizational culture, this podcast equips you to make better decisions with confidence.


New episodes drop weekly, with timely news updates, deep-dive conversations, and forward-looking insights designed for healthcare HR leaders preparing for 2026 and beyond.

© 2026 The ASHHRA Podcast マネジメント マネジメント・リーダーシップ 個人的成功 出世 就職活動 経済学 自己啓発
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  • #240 - Why Nurses Are Staying But Not Okay

    #240 - Why Nurses Are Staying But Not Okay
    2026/07/28
    41% of Nurses Stay for One Reason: They Can't Afford to LeaveJuly 27th, 2026. Luke Carignan and ASHHRA Executive Director Jeremy Sadlier open with a number that is hard to sit with — and spend the rest of the episode on the organizations doing something about it.🩺 Nurses Are Staying. But They're Not Okay. The Nurse.org 2026 State of Nursing Survey (2,000 nurses nationwide): job satisfaction dropped from 55% to 47% in a single year. Eight points in 12 months is a cliff, not a slope. 43% say they're likely to leave the bedside in the next year. 23% are considering leaving the profession entirely, up from 15% last year. And the number that reframes everything: 41% say the number one reason they're still at the bedside is financial necessity. Not mission. Not their team. They stay because they can't afford to leave. 37% of nurses who received a raise last year still couldn't cover an unexpected $1,000 expense without going into debt. Action: A raise and financial security are not the same problem. They don't have the same solution. If you've found an approach that moves the needle, drop it in the comments — we want to hear it.🏛️ Washington Did Something Right: Title VIII Advances 21 to 0 The Senate HELP Committee advanced the Title VIII Nursing Workforce Reauthorization Act with a unanimous bipartisan vote. Title VIII is the primary federal program funding nursing scholarships, loan repayment, and training grants. The bill reauthorizes it through FY2030 and adds a nurse faculty demonstration program. The alternative to reauthorization isn't the status quo — it's those programs sunsetting. The nurses you recruit in 2028 and beyond are being shaped right now by whether this pipeline stays funded.🏆 165 Organizations Are Cracking the Culture Code Becker's 2026 Top Places to Work in Healthcare: 165 organizations doing what everyone says they know they should do — consistently. Structured career ladders with a real map. Leadership development with protected time. Listening strategies where leadership visibly acts on feedback. Scheduling autonomy for clinical roles. Recognition that is personal, timely, and specific. The difference isn't knowledge. It is operational commitment — the whole leadership team on the hook, not just HR. Action: Forward one article from today's show notes to your CNO this week. No explanation. See what they say.Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program.Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise.Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare.No directories. No bidding wars. Just trusted partners proven to perform.Visit AP3.info to learn more and get connected with a partner.News LinksStory 1 — Nurse.org 2026 State of Nursing SurveyNurse.org: 2026 State of Nursing Survey — Stress, Pay, Safety & BeyondNurse.org: 43% of Nurses Want to Leave the Bedside. Most Can't Afford To.Nurse.org: 55% of Nurses Got Small Raises in 2025 — Many Can't Cover a $1,000 EmergencyFierce Healthcare: Nurses' Job Satisfaction Stumbles After Post-Pandemic GainsBecker's: The Current State of Nursing 2026 Story 2 — Title VIII Nursing Workforce Reauthorization Act (July 22, 2026)AACN: Title VIII Reauthorization Advances Out of the Senate HELP CommitteeSenator Collins: Bipartisan Bill to Strengthen America's Nursing Workforce Advances Out of CommitteeNewswise: Title VIII Reauthorization Advances Out of the Senate HELP Committee Story 3 — Becker's 165 Top Places to Work in Healthcare 2026Becker's: 165 Top Places to Work in Healthcare 2026 Support the show
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    37 分
  • #239 - Healthcare Has 700,000 Unfilled Jobs Monthly

    #239 - Healthcare Has 700,000 Unfilled Jobs Monthly
    2026/07/27
    700,000 Openings, 306,000 Workers & Smart Rooms Are Keeping Nurses from QuittingJuly 20th, 2026. Luke Carignan and ASHHRA Executive Director Jeremy Sadlier cover three stories connecting workforce math, program accountability, and the technology investment quietly becoming a retention strategy.📊 Stop Calling It a Shortage — It's a Structural Gap The Conference Board, in partnership with Northwell Health: every month in the US there are more than 700,000 healthcare job openings and only 306,000 unemployed workers available to fill them. Supply is less than half of demand — every single month. The report calls on four levers: expanding career pathways, improving job quality, promoting team-based care, and deploying technology to extend what existing workers can do. Action: You cannot hire your way out of this. Build retention infrastructure now and grow talent from within through apprenticeships, career ladders, and non-traditional pipelines. ASHHRA's coalition with Dallas College, Baylor Scott & White, and University of Colorado Health is doing exactly that — contact jeremy.sadlier@ashhra.org to plug in.🔬 Is Your Wellness Program Actually Working? The Initiative Intelligence Guide — released last week by the Coalition for Physician and APP Wellbeing, AHA, Advent Health, and Providence's Wellbeing Trust — gives HR leaders a four-question evaluation structure: What evidence do we need? What data do we have? What conclusions can we draw? Should we continue, refine, scale, or stop? Action: Build evaluation into program design from day one. The organizations that demonstrate ROI on their people programs keep funding them. Free download linked in the show notes.🏥 Smart Rooms Are a Workforce Strategy, Not a Tech Story The AHA's July 14th market scan confirmed it: smart rooms reduce nurse burnout and contract labor dependency. Advent Health is equipping 13,000 acute care rooms across 57 hospitals by year end. Houston Methodist reports less burnout and reduced agency reliance after rollout. Motion sensors, digital whiteboards, and ambient tools eliminate manual charting and cut documentation time from hours to minutes. Action: If this conversation is happening in your clinical or operational teams, HR needs to be at the table. Which roles change, how you recruit for tech-enabled environments, and how you design training — that is an HR design problem.Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program.Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise.Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare.No directories. No bidding wars. Just trusted partners proven to perform.Visit AP3.info to learn more and get connected with a partner.News LinksStory 1 — The Conference Board: America's Health Care Workforce ShortageConference Board: Report — America's Health Care Workforce Shortage Threatens Patient Access and Economic CompetitivenessPR Newswire: Full Press ReleaseConference Board: Addressing US Health Care Workforce Shortages (Solutions Brief)Story 2 — The Initiative Intelligence Guide (July 15, 2026)GlobeNewswire: Coalition for Physician & APP Well-Being Launches The Initiative Intelligence GuideAHA News: Guide Available to Help Healthcare Organizations Improve Workforce Well-Being Program EvaluationsDownload the Guide — bethejoy.orgStory 3 — Smart Rooms and Workforce (July 14, 2026)AHA Market Scan: Why Health Systems Are Increasingly Investing in Smart Rooms (July 14, 2026)Hatchmed: Smart Hospital Rooms — How Hospitals of the Future Are Designing Care in 2026AHA: Why Smart Hospitals Are Defining the Future of Patient Care Support the show
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    39 分
  • #238 - RN Staffing Report: The Numbers That Matter

    #238 - RN Staffing Report: The Numbers That Matter
    2026/07/14
    $60,090 Per Nurse Exit, 3.35 Million Workers Finally Protected & Virtual Nursing Is WorkingJuly 13th, 2026. Bo, Luke, and ASHHRA Executive Director Jeremy Sadlier cover three stories that all connect to the same question: are you doing everything you can to keep the people you have?💰 The Number Your CFO Hasn't Modeled: $60,090 The NSI 2026 National Healthcare Retention and RN Staffing Report — 527 acute care hospitals, nearly a million workers — puts the cost to replace one staff RN at $60,090. National RN turnover is 17.6%, costing the average hospital $5.2 million annually. Every percentage point shift in turnover is worth $295,000. And 56.8% of all RN departures have less than two years of service.Action: Bring $60,090 into your next budget conversation about retention. The ROI on almost any retention investment looks different at that baseline. Also: know how your health system makes money today. Ambulatory care is running 43% profit margins at some systems. Internal mobility toward high-margin service lines changes what you can invest everywhere else.🧠 3.35 Million Healthcare Workers Can Now Seek Help Without Fear The Dr. Lorna Breen Healthcare Provider Protection Act was reauthorized for five more years. As of May 27th, more than 3.35 million healthcare workers now practice in states or systems that removed stigmatizing mental health questions from licensure applications — 44 medical boards, 9 nursing boards, 11 pharmacy boards have made the change. Action: Check your state's status at the Lorna Breen Foundation tracker and share it with your CMO and credentialing team. If EAP utilization and wellness participation are low, the upstream problem may be built into the credentialing system itself.📺 Virtual Nursing Is No Longer an Experiment The 2026 CNO Survey from Wolters Kluwer: nearly 9 in 10 nurse leaders have adopted new care models and 90% say they are working. Across 10 health systems at scale — including Advocate, Ochsner, Henry Ford, Piedmont, and UC Health — one 69-hospital system saved 43,000 nursing hours in a year. Patient experience improved as much as 80% at some sites. Nursing turnover reduction saved one system $6.3 million. Action: If this conversation is already happening in your clinical or operational teams, HR needs to be at that table. Which roles you recruit for, how you compensate, and how you design career paths for nurses shifting to virtual roles — that is an HR design problem.Enjoying the show? Subscribe to The ASHHRA Podcast on your favorite podcast platform so you never miss an episode.This episode is brought to you by AP3 — the ASHHRA Preferred Partner Program.Healthcare HR leaders are navigating rising costs, workforce shortages, and an overwhelming vendor landscape. AP3 cuts through the noise.Managed in collaboration with Lockton and backed by ASHHRA, AP3 is a governed ecosystem of vetted, healthcare-aligned solution providers across talent acquisition, benefits administration, workforce compliance, financial wellness, and employee engagement. Every partner is rigorously vetted. Every relationship is governed. Every solution is built for healthcare.No directories. No bidding wars. Just trusted partners proven to perform.Visit AP3.info to learn more and get connected with a partner.News LinksStory 1 — NSI 2026 National Health Care Retention & RN Staffing ReportBecker's: The Cost of Nurse Turnover in 10 Points — 2026Nurse.org: Nurse Turnover Is Rising Again — And It's Costing Hospitals MillionsPeopleElement: The $60,090 Problem Most Health System CFOs Have Not ModeledNSI Nursing Solutions: 2026 National Health Care Retention & RN Staffing Report (Full PDF)Story 2 — Dr. Lorna Breen: Mental Health Licensing MilestoneDr. Lorna Breen Heroes' Foundation: More Than 3.35 Million Health Workers Now Practice in States and Systems That Support Their Mental HealthAMA: Congress Extends Dr. Lorna Breen Law for Five YearsDr. Lorna Breen Heroes' Foundation: Remove Barriers Initiative — Full Board TrackerJ&J Nursing: Reauthorizing the Dr. Lorna Breen Act: Mental Health Support for Healthcare WorkersStory 3 — Virtual Nursing: What's WorkingBecker's: Virtual Nursing at 10 Systems — 23 Results to KnowWolters Kluwer / Lippincott: Nurse-Led Innovation and New Care Models — 2026 CNO SurveyMUSC: Demonstrating the Value of Virtual Nursing — 2026 Report (PDF)AONL 2026: The Future of Virtual Nursing and Care Model Redesign Support the show
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    42 分
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