Factors that influence the high staff turnover of the millennial generation of medical technologists in a private pathology laboratory setting

Abstract

Introduction This study was motivated by the fact that Lancet Laboratories has recorded a high staff turnover of millennial medical technologists in recent years. It is crucial to retain suitably trained and competent medical technologists to provide quality patient care, and lower recruitment and training of new employees. It has been estimated that by the year 2025, millennials will comprise 75% of the workforce hence emphasis should be placed on millennial retention for organisations to remain profitable and reduce further operating expenses (Hamilton 2020). Aim The aim of this study was to investigate factors of job satisfaction which have an influence on high employee turnover of millennial medical technologists, with the objective of recommending a solution in the form of retention strategies. The objectives of the study were: 1. To investigate the factors of the high staff turnover rate of millennial medical technologists. 2. To determine the job satisfaction needs and expectations of medical technologists belonging to the millennial generation. 3. To formulate and recommend retention strategies based on the study finding which will be made available to Lancet Laboratories Human Resources Department to implement and review. Methodology An exploratory descriptive qualitative approach was used for this study because of the desire to understand millennial employee experience which have led to turnover or retention and to explore the high turnover of millennials from the millennials’ perspective. Semi-structured interviews were conducted by the researcher to gather information from the participants. This study’s population was limited to HPCSA registered medical technologists between the ages of 19-39 years (millennial generation), currently or previously employed at Lancet Laboratories in KwaZulu Natal. Content was analysed using Nvivo 11 qualitative analysis software. Findings The overall findings of this study supported the motivation and hygiene constructs of Herzberg’s (1964) two factor theory. The motivation factors derived from this study included career advancement, significant work contribution, opportunities for growth, positions of responsibility, job recognition, and positive achievements in the workplace. The hygiene factors derived from this study included poor interpersonal relationships, low salary, inappropriate company policies, inept supervision, and undesirable working conditions. Conclusion This research study revealed the factors influencing millennial medical technologist turnover and job satisfaction, and recommended possible retention strategies. Additionally, the findings may benefit organisations and managers in understanding the needs and expectations of the millennial generation in an effort to improve job satisfaction, reduce turnover, and increase retention in the workplace

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