Among all laboratory departments, turnover rates among phlebotomists continues to be the highest of all laboratory positions.

According to a recent College of American Pathologists (CAP) Q-Probes Study published in the Archives of Pathology and Laboratory Medicine, researchers asked participants to submit laboratory staff full-time equivalent (FTE) data for 2015, 2016, and 2017 according to personnel categories. The median of the 3-year average turnover rate for all laboratory staff was 16.2 percent, Ancillary staff had the lowest median turnover rate (11.1%) while phlebotomist staff had the highest at 24.9 percent. Twenty institutions submitted phlebotomy FTE numbers. 

For as long as Phlebotomy Today has been reporting survey results measuring laboratory turnover (22 years), phlebotomy departments have always experienced the highest rates. It has never been higher than it is now, according to the Center for Phlebotomy Education's director, Dennis J. Ernst Mt(ASCP), NCPT(NCCT). 
     "We've been tracking turnover rates for phlebotomy departments for the last twenty years or so, and it's never reached the heights we're seeing today," says Ernst. "Just seven years ago, ASCP reported an 8 percent rate for phlebotomists. It's tripled since then."

Ernst cites low morale, poor management, violence toward healthcare workers, and the increased risks among specimen collection staff, especially those exposed to Covid-19 patients and collecting samples from symptomatic patients. "I think it's finally time to reevaluate what we pay phlebotomists and provide some incentives that will retain them and bring down this unsustainable turnover rate."

Read the full CAP Q-Probe article.

I just recently got into a role for training new phlebs and was wondering if you have any suggestions on how to keep them around? I have been a phleb for over 20 years and I do agree the turnaround is a big problem.

Stephine Berg, 07/06/2021 16:59:32

Retaining phlebotomists

This is a great question with lots of answers, far too many for a blog comment. It's important first to know why people are leaving. Is there a bully in the house? Are supervisors demotivating staff? Low pay? Low morale? The list is endless, but you have to find out why before you can fix the problem.

Dennis Ernst, 07/07/2021 11:56:56