Giving lab workers a reason to stay

In this MLO online exclusive interview, Michelle Westfort discusses how labs can foster a motivated, skilled, and engaged workforce with MLO Editor-in-Chief, Christina Wichmann.

What are the most sought-after skills in the clinical lab right now?

Skilled lab professionals are essential to healthcare, as 70% of medical decisions depend on diagnostic test results. But high-need, high-opportunity specialties—such as  molecular diagnostics, next-generation technology, and cytology—are reshaping what those sought-after skills look like. As automation handles repetitive tasks, lab professionals are shifting from manual execution to oversight, analysis, and interpretation. Three skill areas have emerged as critical: 

• Data literacy and AI integration 
  Data interpretation, not just collection, has become fundamental as lab professionals adopt AI-driven tools, with 89% saying they depend on automation to keep up with demand. This requires AI and machine learning capabilities for image analysis and disease detection, along with expertise in digital pathology and automation oversight. 

• Compliance and regulatory knowledge 
  Given staff shortages, labs increasingly expect new hires to hit the ground running with process-oriented thinking. This means quality control and troubleshooting capabilities are more essential than ever as regulatory complexity intensifies. New regulations, along with existing frameworks like CLIA and HIPAA, have created urgent needs for staff with compliance expertise in GCP, CLIA, and LDT oversight.  

• Durable human-centered skills 
  Durable skills such as adaptability, collaboration, and clear communication have become critical for interpreting complex data, troubleshooting problems, and working effectively in high-pressure environments. Leadership and project management abilities are valued for bridging technical execution with strategic operations. These durable skills are essential in addition to core lab science skills and foundational knowledge in anatomy/physiology, hematology, microbiology, and other critical disciplines.  

How can laboratories build education ladders to support career pathways for their staff

Effective career paths do more than list job titles. They outline the learning and upskilling required each step along the way and make progression criteria transparent so employees know what it takes to move forward. For example, a phlebotomist should see a clear path toward an MLT credential and eventually to lead technologist or QA specialist roles. This clarity matters. Employees are 56% more likely to enroll in a program when a career path is clearly outlined. Programs should also align to actual lab needs, from MLT credentials to emerging roles like automation specialist or lab data analyst. 

Structure is just as important as content. Cohort-based learning that's contextualized to industry-specific skills fosters collaboration and peer support. Unlike isolated online courses, cohorts create communities where lab staff tackle real challenges together and apply new skills in real-time. 

How are "earn while you learn" programs helping labs to reduce turnover and fill talent gaps?

The proof is in the numbers. Education program participants experienced a 15% higher promotion rate compared to non-participants, and 80% said the program increased their desire to grow at the company. Perhaps most telling: one leading diagnostics organization achieved over $12 million in savings from reduced attrition over two years.

A driver behind these results? Full corporate-funded tuition coverage. Unlike traditional stipends or the standard $5,250 tuition assistance cap, full-tuition coverage is what truly moves the needle on talent development. 

A unique partnership with Arizona State University and Labcorp shows this approach in action. It brought about a first-of-its-kind online Master of Science in Cytology to address the severe shortage of cytotechnologists, specialists essential to cancer detection and diagnostics. With only 19 training programs nationwide and declining certification exam participation, demand for these skilled professionals far exceeds supply. The partnership provides companies access to scalable, high-quality education that meets pressing workforce needs while giving clinical lab professionals a flexible, corporate-funded pathway to advance their careers in a critical diagnostics field.  

What are laboratorians looking for most in an employer today?

With only 12% of lab techs saying they're extremely likely to stay in the diagnostics field, it’s clear there’s room for improvement when it comes to meeting their needs. The data reveals what matters most. 

Career growth and mobility top the list. Laboratorians want employers who show them where they can go and invest in getting them there. Entry-level lab roles with annual turnover between 30-35% are driven by burnout, lack of growth opportunities, heavy workloads, and low pay. Essential roles such as medical laboratory technicians and cytotechnologists are often overlooked when it comes to development, causing many to feel confined to narrow functions with little investment in their long-term careers.  

Job security amid technological change is critical. More than half of lab professionals say automation threatens their jobs, so they’re looking for employers who enable them to advance alongside technology. In short, laboratorians want education and skills development opportunities that position technology as creating pathways to higher-value roles, not replace them.  

What ways can labs recognize and celebrate the advancement and accomplishments of their staff?  

Recognition isn’t just about promotions. Labs can celebrate their teams in various meaningful ways, from additional responsibilities to public acknowledgements, fully funded education opportunities, and performance awards. The key? Be genuine, timely, and consistent. When your team feels valued, they’re more engaged and motivated to bring their best to work every day. 

• Make appreciation a regular habit 
  Quick shout-outs during team meetings or a simple, “congratulations on earning your new certification,” can boost morale as much as formal recognition.  
• Look beyond the lab 
  When an employee enrolled in an employer-sponsored education program completes a degree, earns a certificate, or hits a personal milestone, take a moment to celebrate. Recognizing the whole person builds loyalty. 
• Create space for peer-to-peer recognition 
  This can be done through a messaging channel or during weekly meetings. Peer appreciation often means just as much as top-down praise.  
• Connect recognition to impact 
  When acknowledging someone’s work, elaborate how their contribution advanced your research goals or improved outcomes. Highlighting employees’ impact makes acknowledgement more meaningful. 

Michelle Westfort, Chief Product Officer at InStride, is a globally recognized leader in post-secondary education with over 20 years of experience. An integral member of InStride since its inception in 2019, she brings a bold sense of innovation to drive successful programs and partnerships, derived from a humble immigrant family upbringing. Her career has centered around unlocking access to education, from high school launch programs to adult career pathways, and from digital transformations to workforce skilling. Her work has spanned marketing, business development, program design, and strategy at mission-centric organizations such as The Learning House (acquired by Wiley), Pivot, Navitas, and Education Management Corporation.