For a healthcare organization, maintaining continuous success in a highly competitive and, most importantly, increasingly challenging and strenuous economic setting is a tremendous challenge. Although the Asian Health Services (AHS) has managed to find a niche that has been allowing it to maintain dominance in the market for a while, the current approach has become quite outdated, calling for a change in the strategy. Specifically, what the company called its “Blue Ocean,” namely, a pool of opportunities for strategic marketing and active development, has largely depleted. By focusing on the management of its turnover rates and investing in the professional growth of employees and the expansion of the services, AHS will be able to find a new “Blue Ocean.” The current policy utilized by Ahs seems to be geared toward sustainability and patient-oriented care. To its credit, the company has managed to introduce an effective strategy for handling financial risks, which is especially notable given the current economic circumstances and the challenges associated with maintaining effective financial performance. However, there are certain issues with the business strategy that AHS has been implementing; particularly, the lack of focus on the factors that shape employee retention and turnover rates should be seen as an important concern. Specifically, the observed trend may signal low levels of content among employees, which may entail a significant drop in performance and, therefore, a drastic loss of service quality. Due to the high levels of competition in the healthcare sector, the failure to maintain its competitive advantage is likely to cause the organization to ultimately dissipate. Therefore, AHS must revisit its corporate policies, particularly, those aimed at managing AHS’s human resources. In order to develop the much-needed flexibility in risk management and ensure an increase in employee retention rates, AHS will need to shape its approach toward talent management. Specifically, AHS will have to prioritize the needs of its employees, providing additional benefits to staff members. These could include not only financial incentives but also training opportunities, which align with the idea of constant innovation that AHS should pursue to remain relevant. Indeed, studies show that the increase in the range of opportunities provided for staff members, particularly, in regard to the provision of professional development opportunities, affects retention rates positively, reducing the extent of staff turnover (Harris et al., 2020). The observed change can be explained by the rise in employee loyalty and engagement, as well as the rate of motivation among staff members (Harris et al., 2020). Therefore, the focus on professional development in the target population should eb seen as one of the highlights of the future change within the organization. Furthermore, AHS will have to involve customers into the process of organizational decision-making to increase their sense of importance within the company. Namely, employees should participate actively in shaping the company’s policies and its organizational setting (Azizi et al., 2021). By providing staff members with a strong voi