Estimated reading time: 3 minutes
A new workforce survey indicates the healthcare labor market is approaching stability after years of major challenges.
The latest Voices of Care survey from Medical Solutions found that nearly 4,000 nurses and allied healthcare professionals largely agree that competitive pay falls within the same weekly range of $2,000 to $2,999. Workforce experts say the alignment could help hospitals build more predictable staffing and financial strategies.
“The biggest takeaway is that the pay market is starting to settle into a predictable range,” said Patti Artley, Chief Clinical Officer at Medical Solutions. “Most clinicians align on competitive pay, providing healthcare leaders with a more stable baseline for workforce planning and focusing on long-term retention and support.”
Artley added that this shift enables organizations to focus less on reacting to pay spikes and more on retention, safety, and professional support.
Workforce Planning Becomes More Predictable
These results follow years of workforce disruption in healthcare, including staffing shortages, clinician turnover, burnout, and rising labor costs.
Artley said the growing alignment around compensation supports reduced market volatility and can help hospitals better forecast workforce needs.
“As pay expectations settle, planning is more predictable,” she said. “Short and long-term workforce strategies remain essential, especially as experienced nurses are hard to recruit.”
Nurses Continue Prioritizing Flexibility
Compensation remains a key concern, but the survey also indicates that clinicians are placing greater emphasis on flexibility, stability, and quality of life when considering job opportunities.
According to Artley, travel clinicians continue to prioritize earning potential, while permanent, local, and per diem staff are more likely to value schedule flexibility and proximity to home.
“Clinicians want stability, flexible schedules, and to be closer to home,” Artley said. “These factors matter more when evaluating jobs.”
She added that workplace safety and organizational support continue to influence retention.
“Clinicians want safety and to be heard,” Artley said. “Pay gets attention, but lifestyle factors drive retention.”
Why the Findings Matter for Hospitals
For healthcare leaders, these insights reinforce the need to balance competitive compensation with robust workforce support strategies.
Artley said organizations should pay attention to both base pay and differentials while also strengthening workplace infrastructure designed to improve retention and staff satisfaction.
“With clearer pay benchmarks and differences by segment, hospitals can better manage labor costs and retention,” she said.
Generational Workforce Challenges Continue
Despite these signs of stabilization, workforce complexity continues to challenge healthcare leaders—especially as they manage multi-generational teams.
“Having five or six generations in the workforce is a big challenge,” Artley said.
She noted that successful workforce planning will require flexibility, innovation, and multiple staffing approaches moving forward.
“Success requires flexibility, innovation, and multiple retention strategies,” she said.
