During my time as an ER registrar, I watched a coworker face a tough decision that highlighted just how impactful compensation can be. They were one of the most dedicated team members who became our lead, who often went above and beyond to help patients and support our team. Despite their commitment and dedicating, they felt that their compensation didn’t match the emotional and physical demands of the job. Being that they only get paid a few cents more than the rest of us and are doing our supervisors jobs.
After voicing their concerns during multiple reviews with our bosses and receiving no financial adjustments, they started exploring other opportunities. Shortly after, they received an offer from another healthcare facility that not only provided a higher salary but also included better benefits, such as better insurance with a lower copay, a more flexible schedule, and even relocation assistance. These additional perks made them feel truly valued and supported, something they didn’t experience in their current role.
While they were initially hesitant to leave because they loved all of their coworkers at the hospital and the relationships they had built with all the ER staff, the comprehensive compensation package offered by the new employer made the decision clear. It wasn’t just about the money—it was about being recognized for their hard work and feeling like their contributions mattered especially for the amount of work they were doing.
This experience taught me a lot about the role compensation plays in employee satisfaction and retention. When compensation aligns with the effort, responsibility, and value someone brings to the table, it can foster loyalty and engagement. On the other hand, when employees feel undervalued, they may look elsewhere for the recognition they deserve. Thoughtful compensation isn’t just a financial tool—it’s a motivator that drives behavior and helps create a stronger, more committed workforce.