31 % of Coding Staff Consider Leaving What Healthcare Systems Are Doing to Retain Talent

December 12, 2025
1:49 pm

If you lead HIM or the revenue cycle, you’re already feeling the pressure: rising workloads, widening talent gaps, and increasingly unstable staffing pipelines. The headline number, 31% of healthcare workers considering leaving, comes from a McKinsey & Company survey on the nursing workforce, where nearly one-third of nurses reported an intent to leave direct patient care within a year.

Even though this specific metric reflects nursing, the drivers behind that intention burnout, low recognition, unsafe environments, and stagnant compensation mirror what’s happening in medical coding and HIM.

Here’s the reality you already know but may not have data on:

So yes the 31% figure isn’t just a number. It’s a warning signal for every revenue cycle leader.

The pressing question is: What can you do about it?
Let’s walk through what healthcare systems are actually doing successfully to retain coding and HIM staff.

What Are the Primary Reasons Coding and HIM Professionals Are Leaving?

Is Compensation Still the Biggest Driver?

Short answer: Yes.
According to AHIMA and NORC research, 47% of HIM professionals cite low compensation as their top reason for leaving.

Coders specifically report:

You already know compensation doesn’t solve everything, but it absolutely sets the baseline.

What role does real-time physician support play?

A massive one. Workloads have increased due to:

Rising complexity in HCC, risk adjustment, and specialty coding
Backlogs from staffing shortages
Expanded documentation requirements
Pressure to reduce DNFB and accelerate TAT
Remote work fatigue

McKinsey reports that nurses leaving direct care cite:

These apply directly to your coding teams.

Are Safety and Work Environment Factors Still Relevant for Coders?

Surprisingly, yes.

While coders aren’t facing bedside physical risks, they report:

This “silent strain” contributes heavily to turnover.

What Are Healthcare Systems Actually Doing to Retain Coding and HIM Talent?

Below are evidence-based strategies implemented by major health systems and how you can adopt them.

How Are Organizations Improving Recognition and Meaningful Engagement?

Are simple recognition programs enough?

Not anymore. But structured recognition is making a measurable difference:

Orange Coast Medical Center implemented Laudio, a workforce engagement platform. With just one meaningful interaction per month per employee, the system reduced turnover by 36%.

Orlando VA Medical Center created Employee Well-being Centers quiet rooms with VR, aromatherapy, and rest spaces. Result? Increased retention and higher wellness engagement scores.

Actionable strategy for HIM leaders:
Start monthly recognition touchpoints, track engagement, and celebrate coder accuracy wins, TAT improvements, and productivity milestones.

Is Flexibility Still the #1 Factor in Retention?

Absolutely 86% of healthcare staff say flexibility is a major reason they stay (McKinsey).
For coders specifically, remote work is no longer a perk it’s an expectation.

Leading examples:

Your actionable opportunity:
Offer coders:

What Compensation Models Are Improving Retention?

Yes, organizations are increasing salaries. But the most successful use strategic compensation:

According to NSI’s 2025 report, hospitals with strong workplace cultures pay 11% less to retain talent because people stay for the environment, not just the paycheck.

Are Career Growth and Upskilling Critical for Coders?

More than ever.
AHIMA finds 75% of HIM professionals need upskilling due to rapid tech evolution EHR changes, CAC tools, AI-assisted coding, and regulatory shifts.

Examples:

Your move:
Create micro-promotion tracks like:

How Are Organizations Improving Work Environment and Safety for HIM Teams?

Does psychological safety matter for remote HIM teams?

More than most leaders realize.

UMass Memorial’s patient and visitor code of conduct improved staff confidence and safety after collecting 56,000 signed agreements in its first weeks.

For HIM, psychological safety means:

Healthy communication norms
Regular 1:1 check-ins
Clear workload distribution
Transparent expectations
Burnout monitoring
Access to EAPs and mental health support

Wellness initiatives (meditation, fitness, micro-breaks) are also now standard.

Does Outsourcing Really Help With Coding Retention?

Sometimes the best retention strategy is reducing the burden altogether.

Case studies:

96% HIM accuracy
85% reduction in TAT
50% decrease in overtime
30–40% cost savings

Chirokhealth · Retaining Healthcare Coding and HIM Talent Strategies for Retention

What’s the True Financial Cost of Doing Nothing?

Here’s the business case your CFO wants:

Delayed reimbursement
Increased DNFB
Slower AR resolution
Audit exposure
Lower quality scores

For coding specifically:

What Should You Do Next as an HIM or Revenue Cycle Leader?

Here’s your immediate retention blueprint:

Conduct stay interviews this month. Ask coders: “What makes you want to stay? What might make you leave?”
Implement flexible scheduling within 30 days.
Launch recognition rituals. Example: “Weekly Wins” celebrating coding accuracy, productivity, or audit success.
Build a development pathway. Documented tracks higher morale and longer retention.
Consider a hybrid outsourcing model to stabilize workloads.
Benchmark compensation annually not every 3 years.
Improve communication transparency. Clarity reduces burnout.

How Do You Retain Coding Talent in 2025 and Beyond?

The 31% “intent to leave” statistic is a wake-up call not just for nurses, but for every HIM and revenue cycle leader responsible for coding operations. The factors driving staff out of healthcare burnout, inflexible schedules, lack of recognition, and insufficient career development are completely solvable with the right strategies.

Your coding teams are the backbone of your revenue cycle.
Keeping them supported, engaged, and empowered is no longer optional.

It’s a leadership mandate.