5 Solutions to Understaffing in Healthcare 

Updated September 2026

Did you know that by 2028, there’s an expected shortage of around 100,000 critical healthcare workers? The healthcare industry is grappling with the impact of this reality and how it will look for various roles and the realm of patient care. This crisis is multifaceted, stemming from many factors, including increased patient demand and employee burnout. 

“Going back to pre-pandemic hospital working conditions will not solve the continuing disruptions in hospital care that have persisted even as the pandemic has ebbed,” said Leanard Davis Institute (LDI) Senior Fellow Linda Aiken, PhD, RN, FAAN. “Transformational improvements in hospital nurse staffing and clinical work environments are needed to stabilize the hospital nurse workforce and provide safe patient care.”  

So, while the healthcare sector has always been under pressure, the climate of this industry post pandemic has only exacerbated staffing shortages. From emergency rooms to nursing homes, healthcare institutions are struggling to fill critical roles at a healthy pace. But which specific positions are most affected, and why is this happening? More importantly, what are the negative consequences of these staffing gaps on patient care, staff well-being, and the healthcare system at large? 

Let’s dive in! 

Causes of the Healthcare Workforce Shortage

Several factors continue to contribute to workforce shortages across the healthcare industry.

Workforce Burnout

Healthcare professionals often work long hours in high-pressure environments. Persistent staffing shortages can increase workloads, contributing to stress, burnout, and turnover among nurses, physicians, and support staff.

Aging Workforce

Many healthcare professionals are approaching retirement age, creating additional hiring pressure as organizations work to replace experienced employees while maintaining continuity of care.

Growing Demand for Care

An aging population and rising prevalence of chronic conditions continue to increase demand for healthcare services. As patient needs grow, healthcare organizations must compete for a limited supply of skilled professionals.

Skills Gaps

Advances in healthcare technology, digital transformation initiatives, and evolving patient care models require new skills. Many organizations struggle to find professionals who possess both clinical expertise and technology capabilities.

5 Healthcare Roles Facing the Most Severe Shortages 

The effect of this shortage is impacting all roles within the healthcare sector, from doctors to administrative staff. However, some roles are seeing it more than others.  

1. Nurses, the backbone of healthcare, are dealing with burnout and high turnover, particularly in rural and underserved areas.  
2. Physicians, especially in primary care and specialties like geriatrics and psychiatry, are in short supply, with rural communities hit hardest. 
3. Medical technologists and laboratory technicians, critical for accurate diagnostics, are also scarce, due to declining interest and burnout. 
4. Mental health professionals are outnumbered by the growing mental health crisis and need for mental health care. 
5. Pharmacists and pharmacy technicians are facing similar staffing issues, leading to delays in prescription fulfillment and medication management. The Health, Resources, and Services Administration (HRSA) projects a shortage of around 17,030 for these professionals by 2037. 

The widespread consequences of this shortage include extensive wait times, delayed treatments, and increased strain on healthcare workers. 

What Can Be Done? 

If you’re looking to approach this problem head-on within your healthcare facility, focus your solutions on improving working conditions, increasing educational opportunities, and offering stability that is uniquely tailored to the needs of your healthcare professionals. Without taking action on even the smallest of scales, the healthcare system could struggle to meet the growing demands of an aging population and a workforce under intense pressure.  

Healthcare organizations need more than additional headcount. They need workforce strategies that address hiring, retention, workforce development, operational efficiency, and emerging technology demands simultaneously.

At Insight Global, we help healthcare organizations solve workforce challenges through talent solutions, consulting services, and AI-enabled transformation initiatives. Whether the goal is building a stronger nursing pipeline, improving workforce retention, implementing new technology, or creating scalable workforce models, sustainable solutions require a long-term approach rather than filling vacancies one role at a time.

Check out our tactics for tackling your team shortage.

Strategies to Maintain a Sustainable Workforce

Healthcare workforce shortages require more than a recruiting solution alone. Organizations that achieve long-term success typically combine talent strategies, workforce planning, operational improvements, and technology investments.

1. Workforce Development: Upskilling, Reskilling, and Preskilling 

To help mitigate staffing shortages and attrition, invest in ongoing skill development for existing staff. This ensures crucial roles remain filled. 

• Implement training programs: Upskill, reskill, and preskill current staff. 
• Create a flexible and adaptable workforce: Prepare and empower employees to transition into high-demand roles. 

These workforce development initiatives not only help mitigate staffing shortages but can significantly promote career growth, increase job satisfaction (and loyalty), and ensure that employees are equipped to meet the demands of an ever-changing healthcare environment within your organization. 

2. Revise Your Retention Tactics 

Maintaining a stable workforce is just as critical as recruiting new talent. To improve retention, healthcare organizations can implement the following strategies: 

• Workplace Culture and Support: Promoting a positive workplace culture that focuses on employee well-being, work-life balance, and support systems (including mentorship, peer support, and stress management resources) can significantly reduce burnout and enhance job satisfaction. 
• Employee Recognition and Incentives: Recognizing the hard work and dedication of healthcare professionals through awards, bonuses, and other incentives can improve morale and foster long-term loyalty to the organization. 

Look at your turnover rates, the reasons for departures, and be honest with what you can provide to your people. The more you align with the needs of your people, the more you’ll see these numbers stabilize. 

3. Build Multiple Workforce Pipelines

Relying on traditional recruiting channels alone may limit access to qualified candidates.

Healthcare organizations increasingly develop multiple talent pipelines to improve workforce resilience and reduce hiring bottlenecks.

Broadened Recruiting Efforts

Expanding recruitment campaigns to include underrepresented populations, as well as offering incentives to healthcare workers from different geographical regions, can help diversify and strengthen the workforce. Leading healthcare organizations are expanding beyond traditional recruiting channels to engage new graduate nurses, retired clinicians returning to practice, career changers, and underrepresented talent pools.

Partner With Talent and Workforce Experts

Healthcare organizations often benefit from external partners that can provide access to specialized talent, workforce insights, and scalable hiring strategies.

The right partner can help organizations develop recruiting strategies that align with both immediate staffing needs and long-term workforce goals.

Incorporate International Nursing Programs

International nurse recruitment has become an increasingly important component of long-term workforce planning. Healthcare organizations facing persistent nursing shortages are supplementing domestic recruiting efforts with internationally educated nurses who have completed U.S. licensure requirements and clinical training.

When paired with comprehensive onboarding, cultural integration, and retention programs, international nursing initiatives can help providers establish sustainable workforce pipelines while maintaining quality of care.

4. Optimize Workforce Planning and Operations

Many healthcare workforce challenges stem from operational issues rather than recruiting issues alone. Scheduling inefficiencies, high turnover, onboarding delays, leadership gaps, and inconsistent workforce planning can all contribute to staffing shortages.

Healthcare organizations are increasingly turning to workforce consulting partners to analyze workforce data, improve retention strategies, optimize labor models, and create more sustainable staffing plans that reduce dependence on short-term fixes.

5. Leverage AI and Technology

AI is beginning to play a larger role in healthcare workforce management. Organizations are using AI-powered tools to support scheduling, workforce forecasting, administrative automation, and clinical documentation workflows.

While technology cannot replace frontline healthcare professionals, it can help reduce administrative burden, improve workforce visibility, and allow clinicians to spend more time focused on patient care.

Build a Healthcare Workforce Strategy That Lasts

Healthcare workforce shortages aren’t driven by one challenge, and they won’t be solved by one solution.

Insight Global helps healthcare organizations build sustainable workforce strategies through talent solutions, workforce consulting, international nursing programs, and AI-enabled operational improvements. Whether you’re looking to strengthen your nursing pipeline, improve retention, optimize workforce planning, or scale clinical operations, our team can help create a workforce strategy built for long-term growth.

Ready to strengthen your healthcare workforce? Contact Insight Global today.