Article

Beyond Staffing Challenges: Strategies for Non-Acute Healthcare

June 17, 2025
Multi tasking nurse

Non-acute healthcare providers across nearly all verticals are experiencing staffing challenges. These challenges can directly or indirectly affect employees at all levels, including physicians.

“A deficit in these essential workers has several severe consequences for everyone. For the patient seeking care, they may not be able to be seen,” according to TotalMed. “For those able to be taken care of, the quality of care may be compromised due to workers spreading themselves thin amongst several patients. For healthcare employees, this means further strain in a time where workers are overworked and burned out due to little assistance and necessary staff levels.”

When physicians, nurses and other clinicians are stretched thin due to staffing shortages, it can lead to longer hours, increased administrative burdens and even reduced time with patients—all of which can diminish job satisfaction and overall care quality. Over time, these issues contribute to employee burnout, affecting the business, administrative and clinical sides of the organization.

“Widespread burnout among medical professionals continues to drive many out of the industry entirely,” according to StaffDNA. “Up to 16% of physicians report wanting to leave medicine entirely due to this burnout. Healthcare facilities are struggling with staffing affecting patient care, leading to longer wait times and a decline in overall care.”

Difficulty finding the right talent can financially impact providers. For example, 47% of ambulatory surgery center (ASC) leaders say labor shortages and the resulting use of contract labor is a top financial concern for 2025, according to a survey.

MORE EMPLOYEE SHORTAGES COULD BE ON THE HORIZON


Over half, 58%, of health system executives expect workforce challenges in 2025. This includes talent shortages, retention issues and the need for upskilling to influence organizational strategies, according to Deloitte.

One way to mitigate staffing challenges is to support employees’ wellness needs, Deloitte notes. “Healthcare organizations should offer benefits and programs aimed at improving the overall health and mental well-being of their workforce,” the company explains. “These initiatives can include efforts to improve health literacy, provide access to preventive services, address burnout and support overall well-being.”

What could be surprising for providers is how many physicians are considering making a career change. In fact, 35% of physicians indicate they are likely to leave their current roles within the next five years, according to McKinsey & Company. Of those looking to leave, 60% say they are likely to leave the clinical practice entirely.

“Turnover is likely to continue increasing as physician respondents’ interest in leaving their current positions continues to rise,” McKinsey notes.

Staffing challenges could be significant for other areas too, if predictions hold true. For example:

  • A shortage of more than 78,000 full-time registered nurses is expected this year, according to the American Nurses Association.
  • A shortage of 12,500 anesthesiologists is predicted by 2033, according to the Association of American Medical Colleges. The shortage could hit rural areas the hardest.

A shortage of critical healthcare roles is expected to continue throughout the next decade. According to projections by the Health Resources & Services Administration Health Workforce, staffing shortages in 2037 could include:

  • 6,480 respiratory therapists
  • 8,450 anesthesiology physicians
  • 8,650 cardiology physicians
  • 9,140 physical therapists
  • 17,030 pharmacists
  • 43,220 family medicine physicians
  • 87,150 primary care physicians
  • 87,840 mental health counselors
  • 113,930 addiction counselors

Non-acute healthcare providers need to start planning now to address future workforce shortages. Investing in staff recruitment, retention and workforce development strategies can help maintain quality care and ensure organizational stability.

INCENTIVES TO CURB THE HEALTHCARE STAFFING CHALLENGES

Work flexibility and compensation are two issues that can create barriers to staffing—or if they’re favorable, be enticing to current and potential employees. According to McKinsey & Company, 63% of nurses say flexibility is the most effective initiative for their well-being, and 86% said it’s a key reason for staying in their current position.

When it comes to pay:

This shows that offering staffing flexibility and a competitive salary can help with retention and employee satisfaction. Pay and flexible schedules can also strengthen recruitment efforts by making positions more attractive to top talent.

“Non-acute healthcare providers need to start planning now to address future workforce shortages.”

HOW GPOS SUPPORT STAFFING

A group purchasing organization (GPO) can help clients deliver staffing flexibility and save money on purchasing to support more competitive salaries. For example, non-acute organizations can use GPO contracts to purchase modern technologies that enable staff to work remotely and still be connected to the facility.

Contracts with staffing agencies can also benefit clients. This is an area where Provista delivers value. It offers solutions from Vaya Workforce. Vaya offers staffing suppliers and services through a single contract, and can meet client needs for critical staffing positions.

“Working with Vaya streamlines your contingent labor staffing strategy by centralizing and simplifying the process,” says Jeff Iannotti, executive vice president of workforce solutions for Vaya Workforce. “We manage the complexities of engaging with multiple suppliers, reducing administrative burden while giving you access to over 400 reputable agencies—including certified diverse suppliers. Whether you need clinical, non-clinical, locum tenens, interim leadership or per diem roles, our extensive network and market intelligence ensure fast, efficient hiring and competitive pricing across the board.”

GPOs can also help clients implement AI technologies to augment jobs, helping employees perform some tasks faster or handle them with automation. In addition, GPOs can also help facilities improve efficiencies to increase margins, allowing organizations to pay employees more money without sacrificing profitability.

You Might Also Like

Surgeon reviewing scans

Using AR and VR in the OR

Augmented reality (AR) and virtual reality (VR) are transforming healthcare. From enhancing surgeries to modernizing medical training and enabling remote collaboration, the ...

Read More

Interested in staffing recruitment and retention strategies?

Contact Us