By Brittany Krysinski, EdD, CCHP
Correctional health care professionals know that continuity of care is central to patient outcomes, yet staff turnover threatens continuity every day. In 2023, one correctional health care organization experienced a 78% employee turnover rate, compared with a national average of 25.9% reported in a Healthcare Finance News article. Every departure risks disrupting chronic care, delaying behavioral health treatments, and increasing financial strain.
Root cause analysis showed that leadership deficiencies were central. Managers were perceived as ineffective and unsupportive. Scores from 360-degree evaluations averaged only 4.24 on a seven-point scale. Employees reported that managers did not communicate, set inconsistent expectations, and created disengagement. Research in nursing and health care supports these findings. When leadership is weak, burnout and turnover rise.
An improvement project conducted at Capella University tested whether leadership training could improve employee satisfaction outcomes. Training was grounded in social learning theory and implemented using the Plan, Do, Study, Act cycle. Sessions focused on communication, ethical leadership, and accountability. Participants practiced scenarios such as conflict resolution, ethical dilemmas, and goal setting. Feedback was collected through interviews and surveys.
The results were immediate. Managers reported greater confidence, stronger staff relationships, and improved communication after leadership training. Employees felt more supported and more willing to engage. Leaders themselves requested additional modules, including conflict management and resilience strategies. These outcomes align with NCCHC standards, which emphasize staff well-being and organizational support as essential to clinical quality.
For correctional health care organizations, the implications are clear. Leadership development should be treated as a clinical quality initiative. Stable teams can protect patient care, reduce risks, and improve accreditation outcomes. Practical steps include embedding leadership training into orientation, offering short refreshers throughout the year, and linking manager evaluations to training participation.
By investing in leadership development, correctional health care systems can create stable, resilient teams that protect patient outcomes. Training is not an optional perk. It is a necessary part of clinical quality and risk management.
Brittany Krysinski, EdD, CCHP, is Chief Communications Officer at Advanced Correctional Healthcare, Inc.
