Defying the EMS retention crisis: Why are great people leaving EMS?
This series focuses on bridging the gap between what EMS supervisors and EMS providers perceive as the sticking points that drive EMTs and paramedics out of the field.
By understanding these issues, and incorporating strategies from the corporate world and other industries, EMS leaders can stop the talent bleed, keep their ambulances on the road and improve the quality of applicants.
Full list of Defying the EMS retention crisis: Why are great people leaving EMS? results
Roundtable: Engaging EMS providers to improve morale–
Identifying providers’ needs and implementing outside industry strategies can create an EMS culture that fosters retention and growth
3 non-monetary solutions to volunteer EMS retention–
Volunteer EMS providers are motivated by respect; use appreciation, clear expectations and creature comforts to keep them engaged and satisfied
Webinar: How to provide EMS care for traumatic brain injuries like a pro–
Learn how prehospital providers can play a key role in determining the outcome of TBI patients
The best employee you never hired–
A guide for hiring for longevity and fit as opposed to the best technician/clinician
Implementing change without breeding discontent–
An EMS agency success story in improving patient care and service, with financial benefits for the agency and EMS providers
The biggest reason employees leave–
How EMS organizations are losing good employees with low pay scales
7 reasons why EMS providers flee, and how to combat them–
Everyone has a breaking point; it's important to understand the reasons why some EMS providers may decide to leave, and how to turn a potential problem into a solution
Q&A: How to encourage employee growth and maintain high standards–
Eve Grau, co-founder of Royal Ambulance, shares the company's philosophy for cultivating highly-motivated employees and how it positively impacts their agency
A real EMS career ladder for the paramedic profession–
Six different career ladders with compensation and rank based on experience, higher education and specialized training improves retention