OSU Physicians

Tory Zieske

Workforce Development Builder

Tory Zieske leads human resources initiatives with a focus on workforce development, employee engagement and talent management. She brings an organized, adaptable approach to supporting people, processes and organizational growth.

Beyond the Career Ladder

Healthcare organizations are facing workforce challenges unlike any in recent history. Growing demand for services combined with persistent labor shortages is creating unprecedented pressure on healthcare leaders. While recruitment remains important, the most sustainable workforce strategy is no longer simply hiring talent. It is developing talent. Preparing the healthcare workforce for the future requires organizations to create opportunities that help employees grow through accessible, flexible and meaningful career development.

Traditional career ladders continue to play an important role, but they are no longer enough. Today’s workforce expects greater flexibility to explore different career options, develop new skills and advance professionally without taking on significant financial risk or making immediate long-term commitments. Organizations that expand beyond traditional career ladders and create multiple pathways for growth are better positioned to retain employees while developing a workforce that can adapt to changing organizational needs.

Career lattices support this approach by allowing employees to gain experience across departments before deciding on a long-term career path. A medical assistant, for example, may explore opportunities in patient scheduling, clinical specialist technician or revenue billing while developing new skills and a broader understanding of healthcare operations.

Expanding Opportunities for Growth

Creating opportunities for career exploration is just as important as creating opportunities for advancement. Structured job shadowing allows employees to observe different roles before committing to additional education or training. These experiences help employees make informed career decisions while encouraging internal mobility and stronger retention.

Upskilling also plays a critical role as healthcare continues to evolve. Organizations should identify emerging skill requirements and provide learning opportunities that prepare employees for future clinical, technical and leadership roles. Flexible options such as micro-learning, certificate programs and competency-based training allow employees to continue developing while balancing work and personal responsibilities.

Workforce planning should also focus on identifying future talent gaps before they become staffing shortages. Rather than relying solely on external recruitment, organizations can prepare current employees through apprenticeship programs, emerging leader academies and role-specific development pathways. These investments strengthen institutional knowledge while creating visible opportunities for career advancement.

Making Development a Long-Term Strategy

Workforce development is most successful when it extends beyond formal training programs. Partnerships with community colleges, universities, vocational schools and workforce development organizations create additional opportunities for employees to grow while reducing barriers to education and career advancement.

Mentorship remains one of the most valuable but underused development tools. Connecting employees with experienced professionals provides guidance, builds confidence and helps individuals recognize opportunities they may not have considered on their own.

Equally important is creating a culture where continuous learning becomes part of everyday work. Career development should be an ongoing conversation supported through performance discussions, manager involvement and recognition of employees who pursue growth opportunities. Measuring outcomes such as internal promotions, retention, succession readiness, employee engagement and program participation helps organizations evaluate progress and strengthen future workforce strategies.

The future of healthcare depends on an organization’s ability to develop talent from within. Organizations that invest in flexible career pathways, continuous learning, mentorship and internal mobility will be better prepared to meet workforce demands while creating meaningful opportunities for employees. Workforce development is no longer simply a human resources strategy. It is a long-term investment in organizational resilience, retention and future success.