Building Sustainable Solutions: Addressing the Nursing Shortage in the Philippines through Workforce Retention Strategies

Abstract

Background: The Philippines continues to experience a shortage of nurses despite being a leading producer of nursing professionals. International migration, inadequate compensation, heavy workloads, limited career opportunities, and insufficient organisational support contribute to turnover and threaten workforce stability. Sustainable responses require strategies that address recruitment, retention, professional development, supportive working conditions, and leadership preparation. Objective: This study explored the lived experiences of registered nurses affected by nursing shortages in the Philippines and identified sustainable workforce retention strategies. It also examined how these experiences may inform approaches that promote recruitment, retention, professional growth, and workforce sustainability. Methods: A descriptive phenomenological design was employed. Ten registered nurses from tertiary hospitals in Metro Manila were selected through purposive sampling. Data were collected through one-to-one, in-depth, semi-structured interviews. With participants’ consent, the interviews were audio-recorded and transcribed verbatim. The data were analysed using a phenomenological approach to identify significant statements, formulate meanings, and develop themes reflecting the essence of participants’ experiences. Results: Three interrelated themes emerged. The first, sustaining collaborative partnerships and organisational support, emphasised coordinated action among healthcare institutions, regulatory bodies, academic organisations, professional groups, and nurses. The second, creating career pathways, highlighted the importance of continuing education, mentorship, specialisation, advancement opportunities, and clear professional progression. The third, developing a sustainable workforce and leadership pipeline, underscored the need to prepare nurses for management, decision-making, succession planning, and workforce development roles. Participants viewed these strategies as essential to improving motivation, professional commitment, and retention. Conclusion: Addressing the nursing shortage in the Philippines requires a coordinated, long-term, and institutionally supported approach. Collaborative partnerships, structured career pathways, and leadership development represent complementary strategies for strengthening nurse retention, organisational capacity, and workforce stability. The findings provide context-specific insights that may guide healthcare institutions and policymakers in designing sustainable programmes to support nurses and improve healthcare delivery.