The World Health Organization (WHO) estimated there will be an 18 million healthcare worker shortage by 2030 (Lopes et al., 2017). Healthcare managers continue to struggle to provide quality care to patients because of the lack of staff. Organizations incur indirect and direct financial costs from the vacant positions. The direct financial costs are the result of recruiting, training, and costs of vacancies (Collini, Guidroz, & Perez, 2015). The indirect financial costs occur when employees take on additional responsibilities in understaffed units (Collini et al., 2015).
The vacancies lead to a decrease in the quality of patient care, as well as a negative reputation for high turnover rates (Collini et al., 2015). Managers need to identify the factors that cause employees to leave their jobs. Human resource personnel and managers must identify factors to retain skilled employees and to remain competitive in the market (Nolan, 2015). As organizational managers continue to strive to retain knowledgeable employees in an ever-changing environment, managers strive to find strategies to improve retention.
To improve retention, managers need to identify the factors that lead employees to become dissatisfied and leave the organization. Employee dissatisfaction is the result of salary discrepancies, lack of advancement, and a lack of support from leadership (Parveen, Maimani, & Kassim, 2017). Another issue that causes an increase in stress and burnout among healthcare workers is the increase in workload because of vacant positions (Traynor, 2017). The development of policies and strategies to address the concerns of employees may lead to better retention.