ASCs remain a fast-growing segment of the U.S. healthcare market driven in part by value-based care, regulatory changes, shifting demographics, and patient preferences. Ongoing staffing challenges, however, continue to threaten ASC growth and profitability, placing greater focus on the need to bolster recruitment and retention efforts.
Forty-seven percent of ASC leaders cite labor shortages and the resulting use of contract labor as a top financial concern for 2025, according to a survey by VMG Health, while 69% of ASC leaders cite supply and wage inflation as a top operational hurdle for the coming year. A 2024 survey for AORN’s Outpatient Surgery magazine found similar results. Half (49.5%) of ASC leaders described recruitment and retention efforts for the previous year as “difficult,” with exit interviews of departing staff indicating that compensation was a primary reason for leaving the organization.
ASCs face unique staffing challenges across disciplines and compete for top talent with hospitals and larger healthcare systems, which often offer higher salaries and better benefits. With smaller operating staff, unfilled positions and absences can lead to delays and cancellations of procedures and increased workloads for clinicians, contributing to burnout.
Addressing staffing challenges is essential for maintaining the financial health of ASCs. Beyond compensation and benefits, there are practical and easy-to-implement steps to boost recruitment and retention. These three steps will address the unique needs of ASC staff and create a more stable, satisfied workforce.
- Enhance onboarding and orientation
- Offer flexible scheduling
- Focus on staff well-being
Step 1: Enhance onboarding and orientation
Improving onboarding and orientation in ASCs is crucial for ensuring new employees are well-integrated, engaged, and satisfied in their roles. This is particularly important for nurses and other clinicians coming from the hospital setting who will need to adjust to a new work environment. Smaller work teams mean clinicians may take on multiple responsibilities, which need to be clearly defined. Role-specific training, tailored to the new hire’s position, is essential and should focus on related operating room protocols and patient safety guidelines. Whenever possible, mentors should be assigned to provide hands-on training, as well as real-time feedback and guidance. It's important to highlight continued education and growth opportunities to build long-term engagement and commitment.
Step 2: Offer flexible scheduling
Historically, ASCs have provided predictable work hours, usually Monday to Friday, with minimum on-call responsibilities. Higher patient volumes, sicker patients, and more complex procedures are placing greater stress on ASC scheduling and the ability to limit work hours. To attract and retain workers, ASCs should offer flexible work hours, part-time roles, and ensure predictable hours. Customizable shifts accommodate varying employee preferences and allow employees to align their work schedule with their personal and professional needs.
Step 3: Focus on staff well-being
A positive workplace culture, centered on teamwork, respect, and recognition, fosters a more stable, satisfied, and productive workforce. Wellness programs and mental health resources can help reduce stress and burnout, creating a positive workplace brand. Providing employees with a well-equipped, comfortable breakroom further helps reduce stress and allows staff to recharge for the remainder of their shift. Additionally, it’s important to implement environmental safeguards as outlined in this new report: 6 Strategies to Keep Your Practice Running Efficiently During Flu Season, to protect patient and staff health from seasonal illnesses such as the flu. Developing a comprehensive infection prevention plan that promotes respiratory hygiene and provides more frequent cleaning measures during peak season will minimize staff absences and optimize operational efficiency.
Building a positive workplace brand leads to stronger employee engagement and retention, better patient care, and improved operational outcomes. By providing a supportive workplace culture and growth opportunities, as we work-life balance, ASCs can attract and retain top talent while maintaining a high standard of care.
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