Strategies to Reduce Diagnostic Laboratory Technologist Shortages in Veterans Health Administration Hospitals

The Veterans Health Administration (VHA) faces historically high turnover in diagnostic laboratory operations due to burnout resulting from the increases in testing and staffing issues. The purpose of this integrative review was to determine strategies to reduce laboratory technologists’ burnout, lessen the turnover effect, and increase the retention of VHA laboratory technologists. The review question focused on strategies related to actions that could be implemented to improve retention for laboratory technologists. A literature search of both empirical and non-empirical literature for the past five years yielded a total of 98 articles that qualified for the project. After further analysis, 25 articles were chosen to determine themes and subthemes. The Hoshin Kanri model was used as the foundation to provide a planning process in which leaders convey strategic goals for the organization. The following five main themes were chosen as positive ways to create recommendations: professional development, organization commitment, inspiring work environment, compensation, retention strategies. The 15 subthemes support the main themes: opportunities for learning, creation of career paths, training and job opportunities, patient-centered care, supportive leadership, efficient management, teamwork, empowering supervisions, morale improvements, salary increments, incentives to improve performance, pay for overtime, work/life balance, encourage cross training, flexible work hours. Recommendations included effective strategies to promote laboratory technologists’ retention to enhance the quality of care by reducing staff shortages in the VHA health sector. Quality healthcare services that include sufficient laboratory technologists may ensure positive health outcomes for patients in the community and contribute to positive social change.