Healthcare Workforce Shortage Solutions and Causes: A 10 Year Outlook

If you've spent any time in healthcare leadership over the past few years, you've probably felt it: the quiet (and sometimes not-so-quiet) strain of trying to do more with fewer hands on deck. Maybe it's the open position that's been posted for months, the physician who's carrying a heavier patient load than anyone should, or the steady stream of patients that seems to grow no matter how many appointments you add to the schedule.

You're not imagining it. The healthcare workforce is facing one of the most significant challenges in a generation. And while the numbers can feel daunting, understanding the driving forces behind these issues is the key to resolving them. 

In this post, we're taking an honest look at what's driving the shortages we're seeing across the country, from demographic shifts and training bottlenecks to burnout and administrative burdens. But we're not stopping at the problem. We're exploring the innovative solutions that forward-thinking organizations are embracing, including stronger support teams, expanded licensing compacts, and the growing role of nurse practitioners (NPs) and physician assistants (PAs) in filling critical gaps.

Whether you're a hospital administrator, a practice manager, or simply someone who cares about the future of healthcare, our goal is to offer clarity, context, and a few reasons for optimism. Let’s get started. 

Healthcare Workforce Shortage Solutions

• Overview
• Primary causes
• Solutions
• Getting the workforce support you need

A big-picture view of healthcare shortages

• Physician shortages are driving reduced access to healthcare: The Bureau of Labor Statistics projects an overall shortage of 141,160 physicians in 2038 (BLS). 
• Primary care shortages are especially high: The overall physician shortage includes a shortage of 70,610 primary care physicians and 10,660 anesthesiologists (BLS). A study by the Millbank Memorial Fund found that “the number of primary care clinicians, including physicians, nurse practitioners (NPs), and physician assistants (PAs), decreased from 105.7 per 100,000 people in 2021 to 103.8 per 10” (Millbank). 
• An aging population is contributing to more retirements: Physicians are not only retiring at higher rates, they also express desires to retire earlier than ever. In 2024, physicians aged 65+ were 20% of the workforce (AAMC). Moreover, according to The DO, “nearly 70% of physicians in their 40s want to retire in their 50s or early 60s” (The DO).
• The need for APPs is increasing as the doctor shortage worsens: Open Physician Assistant roles are projected to grow 20% by 2034 (BLS). Nurse Practitioner roles are expected to grow at an even higher rate of 35% (BLS). 
• Rural areas are hit hardest: Rural areas are experiencing disproportionate shortages in healthcare staff. In 2024, 66.33% of areas experiencing a shortage of primary healthcare staff were located in rural areas (RHI).

Primary causes of the healthcare workforce shortage

While we often hear about “shortages” in the abstract, the reality is that a perfect storm of demographic shifts and training bottlenecks is putting unprecedented pressure on the clinicians who keep our communities healthy. Understanding these root causes will help you address the daily challenges your teams are facing.

Aging population

One of the most significant drivers of demand is also one of the simplest to understand: our country is getting older. According to the Population Reference Bureau (PRB), the number of Americans aged 65 and older is projected to jump from 58 million in 2022 to 82 million by 2050—a 42% increase. That’s millions more patients entering the stage of life where healthcare needs typically multiply.

But here’s the other side of that coin: the clinicians caring for them are aging, too. As more patients enter the system, we’re seeing a wave of experienced physicians and advanced practice providers reach retirement age. These shifts are leaving facilities wondering how to maintain coverage and continuity of care with a workforce that’s shrinking just as demand is soaring.

Fewer graduating primary care clinicians

Despite the growing need for accessible, front-line care, the number of clinicians choosing primary care isn’t keeping pace. In fact, the Millbank Memorial Fund reports that the disparity is widening. Between 2020 and 2022, the rate of primary care residents remained stagnant at 17 per capita, while the rate for all other specialties actually increased. That means we’re simply not training enough new primary care physicians to replace those who are retiring.

Even more striking is the overall drop in primary care clinicians. Millbank found that the number of primary care clinicians (including physicians, PAs, and NPs) fell from 105.7 per 100,000 people in 2021 to 103.8 in 2022. When you consider that these are the very providers who serve as the first line of defense for patient health, that decline is a clear signal that we need new approaches to maintaining coverage.

Worker burnout

If there's one word that has defined the post-pandemic healthcare landscape, it's "burnout." And while we've seen some encouraging signs of recovery recently, the reality is that exhaustion remains a stubborn challenge for clinicians across the country.

The American Medical Association (AMA) has been tracking this closely, and their data tells a story of both progress and persistence. In 2021, at the height of the pandemic's strain, a staggering 62.8% of physicians reported at least one symptom of burnout. By 2023, that number had dropped to 45.2%. A significant improvement, to be sure, but this rate is still far higher than the 38.2% reported in 2020 or the 43.9% in 2017.

What does that mean for healthcare facilities? Simply put, even as the acute crisis of the pandemic has faded, the cumulative weight of years of stress hasn't disappeared. Clinicians are rethinking their careers, scaling back their hours, or leaving practice altogether in search of better balance. For organizations already stretched thin, losing experienced team members to burnout only deepens the staffing gaps.

Administrative burdens

Ask almost any clinician what drains their energy on a daily basis, and chances are they won't say "patient care." They'll say "paperwork."

Behind the scenes of every patient visit lies a mountain of administrative tasks: prior authorizations, electronic health record documentation, billing codes, and regulatory requirements. These responsibilities have grown exponentially over the past decade, pulling providers away from the very thing that drew them to medicine in the first place: spending time with patients.

When clinicians spend their days clicking through forms rather than connecting with the people in front of them, job satisfaction plummets. And when satisfaction plummets, retention follows suit. For many providers, the dream of a sustainable, fulfilling career starts to feel more like an endless to-do list. That's why more facilities are turning to locum tenens and advanced practice providers—not just to fill shifts, but to give their core teams breathing room to focus on what matters most.

Solutions to the healthcare workforce shortage

Here's the good news: across the country, healthcare organizations are finding smart, practical ways to not just survive the staffing crunch, but to actually build stronger, more resilient teams. The key? Shifting from a mindset of "doing more with less" to one of "working smarter together."

Strong support teams for physicians

Physicians can't be everywhere at once, nor should they need to be. One of the most powerful solutions to the workforce shortage is also one of the simplest: surround physicians with strong, empowered support teams.

When physicians have skilled nurse practitioners (NPs), physician assistants (PAs), and other clinical staff working alongside them, everyone benefits. Physicians can focus on complex cases and higher-acuity patients while APPs handle routine visits, follow-ups, and preventive care. Patients get seen faster, clinicians feel less overwhelmed, and the practice runs more smoothly.

This collaborative model also means elevating every team member's role. NPs and PAs are trained to practice with significant autonomy, and when they're fully utilized, they become force multipliers for physician-led teams. The result? A practice that's more productive, more sustainable, and a lot less stressful for everyone involved.

Expanded licensing support for interstate PAs and NPs

Here's a reality that's been holding healthcare back for too long: a clinician licensed in one state often can't easily practice in another, even temporarily. That might not have been a major issue decades ago, but in today's mobile world, where shortages vary dramatically from region to region, it's a significant barrier.

The good news is that momentum is building for change. More states are joining interstate compacts that allow NPs and PAs to practice across state lines with less red tape. The Nurse Licensure Compact (NLC) and the PA Licensure Compact are game-changers, making it faster and simpler for advanced practice providers to step in where they're needed most. In fact, 21 states have already joined the PA Licensure Compact, 

For facilities in rural or underserved areas, this expanded licensing flexibility is a lifeline. It means that when a community hospital in a remote region needs coverage, they can tap into a broader national pool of qualified APPs without getting bogged down in months-long licensing delays. And for clinicians, it means more freedom to take on locum tenens assignments, explore new settings, and build careers with greater flexibility.

Insurance companies joining the fight against shortages

Insurance companies are starting to pitch in to reduce staff shortages. More payers are exploring value-based care models that reward outcomes rather than simply reimbursing for every individual procedure. These models create financial incentives for keeping patients healthy and managing chronic conditions effectively, which, in turn, reduces the sheer volume of visits that overwhelm primary care practices.

Some insurers are also putting real dollars behind workforce solutions. A great example comes from Blue Cross and Blue Shield of New Mexico, which in late 2024 announced a $500,000 grant to the New Mexico Medical Foundation. The funding is designed to help independently owned physician practices across the state recruit and retain physicians, sending dollars directly toward signing and retention bonuses, moving costs, salary assistance, and loan repayment support.

Why does this matter? Because New Mexico ranks among the lowest in the nation for physician-to-population ratios, and the state had lost at least 248 active practice physicians since 2019. As BCBSNM’s chief medical officer put it, "A robust health care workforce is essential for the well-being of communities." 

It's not a complete transformation overnight, but it's a promising direction. When insurers, providers, and staffing partners align around the shared goal of improving access, everyone wins.

Slowing the rise of chronic diseases

A significant portion of the demand for healthcare is driven by preventable chronic conditions. Heart disease, diabetes, obesity, and hypertension account for a massive share of patient visits, and rates of these conditions have been climbing for years.

Thus, addressing the workforce shortage is also about reducing the underlying demand. That means doubling down on preventive care, lifestyle medicine, and patient education. It means empowering NPs and PAs to spend more time coaching patients on nutrition, exercise, and medication adherence, as these kinds of conversations can prevent a small issue from becoming a chronic, resource-intensive condition.

When healthcare organizations invest in prevention,they're also easing the pressure on their own teams. Fewer preventable complications mean more manageable caseloads, and that's a sustainability win for any practice.

Increasing telehealth access

If the pandemic taught us anything, it's that healthcare doesn't always have to happen in a clinic. Telehealth exploded onto the scene in 2020, and while usage has settled since those early days, it remains one of the most powerful tools we have for stretching limited workforce capacity.

The math is simple: when a clinician can see patients virtually, they eliminate travel time, reduce no-shows, and often fit more visits into their day. For patients in rural or underserved areas—where the nearest specialist might be hours away—telehealth can mean the difference between getting care and going without.

But the potential goes beyond convenience. Telehealth allows NPs and PAs to extend the reach of physician-led teams, providing coverage across multiple sites without anyone having to be in three places at once. It enables more flexible scheduling, reduces burnout by offering remote work options, and opens up new possibilities for after-hours and weekend coverage.

Of course, telehealth isn't a cure-all. It works best as part of a hybrid model, blending virtual visits with in-person care when needed. But as licensing compacts expand and reimbursement policies evolve, telehealth is becoming an increasingly essential piece of the workforce puzzle—one that helps clinicians work smarter, not just harder.

Getting the workforce support you need

Aging populations, burnout, administrative overload, and persistent shortages aren't going to disappear overnight. But neither do you have to face them alone. At Locumly, we believe that the best solutions come from flexibility, collaboration, and a deep understanding of what makes healthcare teams thrive. 

Whether you're a rural clinic struggling to maintain primary care coverage, a hospital system looking to ease the burden on your physicians, or a practice ready to integrate more advanced practice providers into your team, we're here to help you build a staffing strategy that actually works for your budget and also for the clinicians and patients who matter most.

So let's talk. Whether you need short-term coverage to fill an unexpected gap or a long-term partnership to future-proof your workforce, our team specializes in connecting you with skilled NPs and PAs who are ready to step in and make a difference.