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Social media has become a platform for nurses to voice their desire to depart from the field. Videos flood timelines, detailing demanding work conditions, a widespread sense of underappreciation, and overwhelming burnout. Nurses are raising awareness of systemic problems in healthcare by utilizing their voices, rather than simply walking away silently. So, what is driving this exit, and what can organizations do to reverse the tide?
Nurse Burnout
Nurses feel increasingly undervalued, burdened with added responsibilities but without adequate benefits. Post-Covid, the landscape of nursing has changed. Nurses rose to the challenge during the crisis, but at what personal cost? They now face heavier workloads, more acute patients, and longer shifts. As expected, burnout has soared, prompting many to exit the field altogether. The American Nurses Association reports that over two-thirds of nurses (62%) report feeling burned out based on survey results from 2020. Burnout is particularly common among younger nurses: 69% of those under twenty-five reports having experienced it. (2024)
Nursing Shortage
Understaffing is putting pressure on healthcare organizations, which is exacerbated by a chronic nursing shortage that continues to persist. This shortage spans across nursing specialties, increasing the pressure on existing staff. Nightingale reports that there is a 10% shortfall of registered nurses, or 350,540 unfilled positions, and a 7% lack of licensed practical nurses, or 46,920 unfilled positions. (2024)
Nurse Retention
To retain nurses, organizations must step up their efforts. Nurses need to feel empowered, valued, and heard. It is not about meaningless gestures like pizza parties or branded pens during Nurse's Week—these falls short. Instead, initiatives should prioritize work-life balance, wellness, and concrete support mechanisms to combat burnout.
Organizations should empower nurses by giving them a stronger voice within the company, especially with decisions that directly have an impact on them. Support during tough times and competitive pay are also essential. Acknowledging that nurses are feeling the strain of an imbalanced system is key. “By addressing nurse burnout, health care organizations can create more supportive work environments.” (University of Tulsa, 2023)
Is Your Organization Doing Enough?
Take a hard look at your retention rates and exit interviews. What are departing nurses saying? Are they overworked and underappreciated? Is the lack of workforce you have making these problems worse? Give nurses a platform to express themselves, prioritize their well-being, offer clear paths for career growth, and ensure competitive compensation. Organizations may foster an atmosphere where nurses stay and prosper by attending to their concerns.
References
American Nurses Association. (2024, April 25). What is nurse burnout? How to prevent it. American Nurses Association. Retrieved July 24, 2024, from https://www.nursingworld.org/content-hub/resources/workplace/what-is-nurse-burnout-how-to-prevent-it/
Nightingale College. (2024, May 27). Is there a nursing shortage in the US? 2024 Statistics by state. Nightingale College. Retrieved July 24, 2024, from https://nightingale.edu/blog/nursing-shortage-by-state.html#:~:text=Registered%2520nurses%2520%E2%80%93%252010%2525%2520shortage%252C,equivalent%2520to%252046%252C920%2520unoccupied%2520positions
University of Tulsa. (2023, August). Nurse Retention Strategies: Ways to retain nurse talent. University of Tulsa. Retrieved July 24, 2024, from https://online.utulsa.edu/blog/nurse-recruitment-strategies/
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