The Talent Shortage That Just Won’t Stop
There is a projected global shortage of 11 million healthcare workers by 2030. In the U.S., the Health Resources and Services Administration (HRSA) projects shortages in various healthcare fields between now and 2037, including over 200,000 nurses, 9,000+ physical therapists and more than 6,000 respiratory therapists.
If you’re leading a healthcare team today, you already know: the talent shortage isn’t just coming, it’s here. Our Talent Shortage report has found that 69% of U.S. employers are already struggling to find skilled healthcare talent.
Call it a double-edged sword, a perfect storm, or just a complex problem. Here’s the situation in a nutshell:
A. More healthcare professionals are retiring than entering the workforce
+ B. Aging population with rising demand for healthcare =
C. Increased burnout from overworked staff
Real-World Tactics to Reduce Burnout and Turnover
A complex problem such as this calls for a creative suite of solutions.
I’ll start with something that most healthcare organizations are facing right now, and that’s stress and burnout.
It should be no surprise that burnout reached its peak during the pandemic. However, according to the Journal of the American Medical Association, stress levels have not returned to pre-pandemic levels.
When staffing levels are low, organizations can’t skimp on care—so there is often no choice but to divide the workload amongst remaining employees. Stress levels rise and so does turnover.
Nearly half (46%) of U.S. healthcare workers say they often feel burned out. And yes, burnout has always come with the territory, but the numbers are increasing as more people age out of the workforce and fewer are coming in to replace them.
Beating Burnout
Here are some strategies to help lighten the load on your overburdened team.
Seek Temporary Help
Instead of launching a search for a permanent candidate, consider contingent or temporary talent. It can take several weeks to post a vacancy, schedule interviews and conduct background checks for a new employee. Partnering with a professional staffing firm such as Manpower can significantly reduce the time it takes to bring in top-level talent.
Enable Older Workers
Not everyone wants to retire at 62 or 65. Right now, 1 in 5 Americans over 65 are still working, and they’re happier than their younger counterparts.
The biggest perk you can offer this age group is flexibility. Consider introducing part-time schedules. Think about it this way: 10 would-be retirees transitioning to half-time will help stabilize your workforce for years to come—and preserve vital institutional knowledge. Starting a mentorship program will formalize this knowledge transfer.
Shift flexibility shouldn’t be restricted to older employees. Offering reduced shifts to workers of any age may also help cut down on stressed-out employees leaving the profession.
Provide Wellness Programs
To help mitigate stress, here are some popular and effective options.
- Mental Health & Resilience Programs – such as mindfulness workshops, counseling and peer support groups
- Physical Health & Fitness Support – gym memberships, fitness initiatives complete with incentives, and ergonomic training to help prevent physical strain
- Institutional Wellness Plans – comprehensive programs that provide preemptive care and promote health awareness such as health screening, health risk assessments and immunization initiatives
How to Retain Talent by Investing in Their Growth
To help retain the employees you have, it’s becoming more and more important to invest in their future through upskilling, training and education. This will help you maintain an outstanding level of care while differentiating you from other employers.
Here are some ideas.
- Tuition Assistance & Scholarships – Offer financial support for employees pursuing advanced degrees or certifications in nursing, healthcare administration, or specialized medical fields.
- OnSite Workshops & Seminars – Conduct regular in-person training sessions on emerging medical treatments, patient care best practices, and leadership development.
- Continuing Education Credits (CEUs) – Partner with universities or professional organizations to provide CEUs, ensuring staff stays up to date with industry standards.
- Guest Lectures by Industry Experts – Invite specialists to discuss cutting-edge medical advancements or improvements in patient care.
- Cross-Training Opportunities – Enable employees to gain exposure to different roles within the organization, enhancing versatility and career growth.
- E-Learning Platforms – Provide online courses and certification programs accessible anytime, allowing employees to learn at their own pace.
- Telemedicine Training – Ensure staff can effectively utilize telehealth tools for remote patient consultations and virtual monitoring.
- Gamification for Learning – Use interactive apps or game-based modules to make learning engaging and improve retention of medical concepts.
Combining traditional education with technology-driven methods can enhance skill development while making learning more accessible, engaging, and effective.
Let Technology Lighten the Load: Using AI in Healthcare Staffing
The ways in which artificial intelligence is changing the playing field are numerous and continually evolving, but one thing we know for certain—AI allows people to do more in less time. Through streamlining routine tasks, employing telemedicine and remote monitoring, and automating routine diagnostics, AI has the potential to reduce workloads and may ease the demand for additional talent.
Manpower Can Help You Fill Gaps—Fast
Whether you need contingent staffing, direct hire staffing, or workforce upskilling, Manpower has the tools, talent pipeline, and healthcare expertise to help you deliver the care your patients depend on—even in today’s challenging market.
Learn more about what Manpower can provide to the healthcare community. Visit us at manpower.com/healthcare-solutions.
Wendy Willford, Author Bio
Wendy is Vice President of Specializations at ManpowerGroup and has been with the company since 1999. She leads U.S. strategy, sales and delivery for the healthcare specialization. With over 25 years of experience and a bachelor of arts in economics from the University of Michigan, she’s a recognized leader in healthcare staffing, known for building high-performing teams, driving innovative business solutions, and successfully guiding ManpowerGroup to earn—and maintain—The Joint Commission’s Gold Seal of Approval® since 2013.
