Strong culture, open communication and recognition often outweigh compensation when it comes to retaining ASC staff. Becker’s sat down with the following ASC leaders to discuss what it is about their workplace cultures that they believe makes their ASC a special place to work.
Question: Beyond compensation, what’s one thing your ASC does that truly makes staff want to stay?
Editor’s note: Responses have been edited for clarity and length.
Kathleen Buchholz. Center Director at One Day Surgery Center (Port St. Lucie, Fla.): Teamwork and communication are essential. We emphasize joint efforts, mutual respect and a culture where no one is above any task. There’s no room for cliques or backbiting — just support across all roles.
Todd Currier. CEO and Administrator at Bend Surgery Center (Bend, Ore.): We created a “Culture Club” to strengthen morale and connection across our team. The group plans events such as charity walks, bowling nights, potlucks and other staff-led activities, all supported by an annual budget. This approach replaced the routine pizza parties with experiences that reflect what’s meaningful to our employees.
Angelica Dowgiert, BSN, RN. Nurse Administrator at Niles Surgery Center (Niles, Ill.): As a newer ASC, we’ve built our culture on the belief that every voice matters. Leadership keeps an open door and listens — through daily check-ins and monthly in-services, staff know their input leads to real change. This atmosphere of respect and collaboration keeps our team engaged and invested in our growth.
Tracy Hoeft-Hoffman, RN. Administrator at Heartland Surgery Center (Kearney, Neb.): Our staff stay because of our positive, supportive culture rooted in respect, flexibility and balance. Along with fair scheduling and hours, we offer “unwritten” benefits such as birthday lunches, ASC Week celebrations, cooking competitions and family events like Trunk or Treat and Easter egg hunts. Our flat organizational structure encourages open communication and a sense of belonging across all levels — including surgeons.
Les Jebson. Regional Administrator at Prisma Health (Greenville, S.C.): Many ASC staff members have years of tenure. Even when pay isn’t the most competitive, the consistent hours, lack of weekend shifts and strong interpersonal relationships keep employees loyal. Predictability and camaraderie are major retention drivers.
Mischa Marbley. Practice Administrator at Pinnacle Gastroenterology (Little Rock, Ark.): Beyond compensation, fostering community and growth makes staff feel valued and invested. We host regular team-building events and offer clear advancement pathways within the organization. The same approach will guide our new clinic and ASC as we continue to grow.
Linda Nash. Administrator and Risk Manager at Manatee Surgical Center (Bradenton, Fla.): My staff appreciate that I trust them and don’t micromanage. They know I support them and understand family comes first. I run a tight ship, but we still have fun and take great care of our patients. Flexibility, trust and mutual respect are key.
Ed Tolentino. Administrator of Outpatient Surgery Center of Central Florida (Wildwood, Fla.): Culture, respect and work-life balance are what truly retain staff. We’ve built an environment where every role is valued and professional growth is supported. While competitive pay matters, it’s the sense of belonging, purpose and respect that keeps people committed to our mission and patients.
