when we tabResults of our first national survey of nursingalmost two years ago, we were surprised to see such a high reported likelihood of nurses planning to leave – we did not expect this trend to continue for so long.
about the author
This article is the result of a collaborationGretchen Berlin, Faith Burns, Connor Essick,Meredith LaPointe, andmary murphy, representing the views of the McKinsey healthcare practice.
But that's what happened after the COVID-19 pandemic. In fact, we've seen some of these reported expected turnover actually happen, as well as a reduction in the overall active nursing workforce. There’s still reason to be concerned: Today, 31% of nurses still say they’re likely to leave their current direct patient care jobs within the next year, according to our recent survey. That said, we're cautiously optimistic that some of the practices healthcare organizations are implementing to improve the nurse experience are bearing fruit.
In this article, we share updated data from a September 2022 Frontline Nursing Survey of 368 frontline nurses providing direct patient care in the United States (see sidebar "About the study"). We provide these insights as a resource for organizations to help them continue to attract, support and retain a dynamic workforce and promote long-term workforce stability.
what happened among the paramedics
Between September 9-30, 2022, McKinsey surveyed 368 frontline nurses providing direct patient care in the United States to better understand their experiences, needs, preferences, and career intentions. All respondents indicated that they spend more than 70% of their time providing direct patient care and have at least one year of work experience. All survey questions are based on the experiences of individual professionals. The key insights shared are statistically significant and representative of the population for sample sizes n > 30; for smaller sample sizes (eg, n < 100), results should be directional. Additionally, the publicly shared examples, tools, and healthcare systems referenced in this article represent actions taken by stakeholders to address workforce challenges. These examples, tools and systems have not been reviewed and endorsed by McKinsey.
Nursing staff turnover remains a significant challenge for healthcare organizations, as intentional turnover remains high. In our most recent Nursing Survey, 31% of respondents indicated that they were likely to leave their current role in direct patient care, a figure that has stabilized over the past 6 to 12 months but remains higher than observed in 2018 A rate of 22%Our first survey in February 2021(Exhibit 1).1 Gretchen Berlin, Meredith Lapointe, and Mhoire Murphy, “Nurses Surveyed Consider Leaving Direct Patient Care at Higher Rates,” McKinsey, February 17, 2022; Gretchen Berlin, Meredith Lapointe, Mhoire Murphy, and Molly Viscardi, “2021 of care: Retaining healthcare workers when we need them most”, McKinsey, 11 May 2021.Our research further shows that intention to leave varies across contexts. For example, resident RNs reported consistently higher turnover intentions than the average for all RNs surveyed. In our recent Pulse survey of resident RNs, we saw the willingness to leave rise again, from 35% in fall 2022 to over 40% by March 2023.
A recent analysis of research comparing turnover intentions to actual turnover rates shows meaningful jumps in both during 2021. A study from Nursing Solutions Inc. (NSI) indicated that the actual reported hospital and employee RN turnover rate increased from 18% in FY 2020 to 27% in FY 2021; the same study in March 2022 reported that, The 2021 workforce will lose about 2.5 percent of registered nurses.22022 NSI National Healthcare Retention and RN Staffing Report, NSI Nursing Solutions, March 2022.In the latest NSI report (March 2023), turnover fell to 23% in FY 2022, but remains elevated compared to pre-pandemic levels.32023 NSI National Healthcare Retention and RN Staffing Report, March 2023.A Health Affairs study released in April 2022 found that by the end of 2021, the registered nurse workforce would fall by about 100,000 people, a "significantly greater decline than has been observed at any point in the past 40 years." This decline was particularly pronounced among nurses in the mid-term (ages 35 to 49).4David Auerbach, Peter Buerhaus, Karen Donelan, and Douglas Staiger, “A worrying decline in the number of young nurses,” Health Affairs Forefront, 13 April 2022.In terms of where they go, nurses either leave the profession entirely or simply change employers or roles. About 35% of respondents to our recent survey who indicated they were likely to leave indicated they would continue to provide direct patient care (i.e., in a different employer or role). The remainder said they intended to leave the bedside for indirect patient care work to pursue a different career path or education, or exit the workforce entirely.
With this continued high turnover and correspondingAmerica's health care turmoil continues, it is more important than ever for healthcare organizations to design and deploy programs that respond to and address workforce needs. Most healthcare organizations have learned that attracting and retaining nursing talent in the post-pandemic era requires a more nuanced understanding of what nurses are looking for in their careers and in employers.
The four Frontline Care Surveys we conducted over the past two years have given us insight into the factors driving attrition and retention. Frontline care respondents consistently ranked flexibility, meaning, and balance as the most important factors influencing their decision to continue direct patient care (Exhibit 2). Recognition, open lines of communication, and embedding time off into the operating model (e.g., during shifts, between shifts, and formal paid time off) were consistently rated as top initiatives to support well-being.
The nursing workforce has changed during the pandemic, and so have strategies aimed at attracting and retaining the workforce of the future. First, structural solutions that help ensure a manageable workload—for example, consistent support staff, a secure environment, reduced documentation and administrative requirements, predictability of schedules, and the ability to take paid time off— Still crucial. Nurses surveyed who had left a direct patient care role in the past 18 months cited undervalued, unmanageable workloads and inadequate compensation as the top factors in their decision to quit (Exhibit 3). There is no one-size-fits-all solution, but many healthcare organizations have adapted their approaches and implemented interventions that appear to be yielding results.
What stakeholders can do in the short term
Our recent survey found that 75% of nurses who left their jobs in the past 18 months said not being valued by their organizations was a factor in their decision. In addition, 56% of respondents indicated that proper recognition of nurses' contributions was the most effective move to support well-being. Nurses surveyed suggested a variety of ways to address perception gaps, including simple acknowledgment, appreciation for excellence, and reinforcement through wider workplace culture and on-site support.
Many healthcare systems have found ways to implement nurse recommendations. While more research is needed to understand the full impact of these efforts, they may serve as a short-term starting point to indicate support for the workforce.
At the Orlando VA Medical Center, an "Employee Benefits Center" was created to address the burnout and stress caused by the pandemic. Setting up a dedicated quiet space with amenities such as virtual reality headsets, aromatherapy and sound generators, as well as snacks and beverages had a measurable positive impact on employees’ overall health engagement scores, with less burnout, higher Increased retention and overall happiness. As a result of these improvements, the program has expanded to more than a dozen medical centers in the Veterans Health Administration's network.5 “Employee Benefits Center and Cart,” VA Diffusion Marketplace, accessed April 2023.
Some health systems have adopted digital tools to ensure that tailored identification can be delivered in a timely and meaningful manner. For example, nurse managers at Orange Coast Medical Center in Fountain Valley, California, use post-it notes, dig into emails, spreadsheets, and other manual processes to remind them which nurses do something worthy of recognition, or to schedule meetings to help other nurses improve theirs. Work. These identification processes, while meaningful, are time-consuming for nurse managers.6 “Frontline nurses are burnt out. This digital health startup is trying to change that,” Laudio, 13 May 2022.
To maintain this instant recognition and reward larger milestones, Orange Coast implemented the Laudio technology platform, which enables frontline leaders to monitor and manage team activity and performance. Use of the system has shown that one meaningful or high-quality interaction per team member per month can reduce attrition by 36%.7 “Frontline Nurses Are Burning Out. This Digital Health Startup Is Trying to Change That,” Laudio, 13 May 2022.In addition to tracking events and reminding managers of things to do with specific nurses, Laudio can also send digital cards and notes to nurses in recognition of their excellence.
As disturbing incidents involving visitors and patients continue to increase, safety is increasingly a top concern for nurses.8Christine Porath and Adrienne Boissy, “Depressed Patients Make Health Care Workers’ Jobs Harder,” Harvard Business Review, May 14, 2021.In our most recent survey, 42% of nurses said not having a safe work environment was an extremely or very important factor in their decision to leave direct patient care, up from 24% in March 2022.
To address safety concerns and incivil behavior, UMass Memorial Medical Center in Worcester, MA has developed a patient and visitor code of conduct. At the entrance to the facility, visitors are asked to sign an agreement to abide by formally stated behavioral parameters and expected codes of conduct. In addition, UMass has created talking points for employees to use in responding and defusing contentious situations. In just over a month of piloting, the hospital collected 56,000 signed agreements and only asked four visitors to leave the hospital.9Christine Porath, “Working on the Front Lines When Everyone’s Angry,” Harvard Business Review, 9 November 2022.
In addition to deploying more effective strategies to support and retain employees, healthcare executives can also look for ways to better attract talent in the short term. To recruit staff, health systems should ensure that their value proposition is aligned with what nurses believe are the most important workplace elements—especially if pay differentiation is less feasible. Aya Healthcare, a healthcare talent software and human resources company, has found that hospitals deemed great places to work are paying less to secure talent throughout the pandemic. In fact, labor compensation rates at hospitals deemed great places to work were 11 percent lower than those without this advantage.10April Hansen, "The value of a good reputation (or the cost of a bad one...)", The Staffing Stream, 8 April 2021.
What stakeholders can do in the medium term
In the medium term, finding ways to incorporate flexibility into work schedules is a move that 63% of nurses surveyed felt would work best for their well-being. We saw a similar response for nurses deciding to stay in their current positions: 86% cited flexible work schedules as a reason, second only to "doing meaningful work." The nature of nursing work—often specialized and always in demand—can make offering schedule flexibility seem daunting. But the health system has taken several creative approaches to address the problem.
The nature of nursing work—often specialized and always in demand—can make offering schedule flexibility seem daunting.
For example, Mercy Health System launched Mercy Works on Demand, a system-wide on-demand platform that allows its full-time and part-time nurses, as well as other experienced nurses, to choose their hours. Through the platform, Mercy has hired about 1,100 people they call gig nurses and increased its overall hiring rate by two percentage points.11Kelly Gooch, “How Mercy embraces the mindset of nursing work,” Becker Hospital Review, 5 Dec. 2022.But flexibility means different things to different people, adding to the complexity for employers. Charting a path forward requires a nuanced understanding of the employee value proposition and which options resonate with them.
Work flexibility is at the heart of many health system strategies, not only to attract new talent but also to welcome back nurses who left during the pandemic. By offering flexible work opportunities, Henry Ford Health has been able to recall 25% of its departing nurses. Nursing leadership worked closely with Henry Ford Health's human resources department to design flexible options, such as the ability to work in different settings (for example, inpatient, outpatient, or virtually) or on weekends only. The health system has also created fixed-term positions for nurses who do not want to work full-time on a long-term basis, with the option to convert to permanent positions after their tenure ends.12Mackenzie Bean and Erica Carbajal, “How Henry Ford Rehired 25% of Nurses Who Left During the Pandemic,” Becker’s Hospital Review, February 15, 2023.
As in other professions, the flexibility of remote work is becoming increasingly important to some nurses. Trinity Health has launched a virtual care model that allows more experienced nurses to continue caring for patients, but away from the bedside. The new virtual model opens the door for nurses who may be physically tired from in-person care and those who prefer to work from home. Additionally, the program enables virtual nurses to support bedside teams and improve the patient experience by providing patients with more opportunities to interact with nurses. The program is being rolled out at 88 Trinity hospitals across the country.13Giles Bruce, “Trinity Health Plans to Install Virtual Nurses at 88 of Its Hospitals in 26 States,” Becker Hospital Review, Jan. 13, 2023.
What stakeholders can do in the long run
As health systems look beyond retaining their existing workforce and meeting anticipated demand for nursing talent, they can also play a role in building a long-term pipeline by investing in newly graduated nurses and ensuring the infrastructure needed to successfully enter the profession.
For example, Dignity Health has made significant investments in long-term pipeline building through a joint venture between Dignity Health Global Education and Global University Systems. The partnership offers online degrees to advance the education, training and development of the healthcare workforce. The joint venture covers technical, professional, executive and leadership training, and provides healthcare professionals with a range of flexible, accessible and affordable educational opportunities to advance their careers. It also has a scholarship fund to remove financial barriers to education and increase equity in health care. Dignity Health Global Education now has one of the most comprehensive care residency programs, offered in 21 states.14 “Dignity Health and Global University Systems Announce Joint Venture to Expand Education of Health Professionals Worldwide,” Global University Systems press release, January 30, 2019.
The promise of building a long-term talent pipeline goes beyond personal hygiene systems. Numerous city and regional partnerships have been established across the United States to bring together key stakeholders in the healthcare ecosystem to provide training and upskilling for unemployed and underemployed job seekers to enter the healthcare industry. For example, the Birmingham Regional Health Partnership, the result of close collaboration between government, healthcare employers and other community partners, including the Birmingham Business Alliance and Innovate Birmingham, received a $10.8 million grant from the Good Jobs Challenge, using To train and place more than 1000 job seekers in the area.15 “Birmingham secures $10.8m ‘Good Jobs Challenge’ grant”, Birmingham City Council press release, 3 August 2022.Similar partnerships exist in Chicago, Baltimore, Philadelphia, and more to build healthcare worker pipelines and create meaningful career opportunities for historically excluded job seekers.16BACH Quarterly Newsletter, Baltimore Alliance for Healthcare Professions, Accessed April 2023; "Cutting Ribbon for New West Philly Skills Program Headquarters", University City, March 29, 2023; CHWC Overview and Update - February 2021, Chicagoland Healthcare Workforce Collaborative, updated March 10, 2021.
Other stakeholders are taking action at the national level. With an $80 million budget for 2022, the U.S. Department of Labor encourages nonprofits, educational institutions and tribal organizations to apply for grants of up to $6 million each to train current and former nurses to become nursing educators and frontline healthcare workers to train for the nursing profession.17 “DOL Care Expansion Grant Program: Total Funding Available: Up to $80 Million,” U.S. Department of Labor, Employment and Training Administration, 2022.The program emphasizes increasing workforce diversity and building partnerships with community-based organizations and training institutions.
Retaining the current nursing workforce, while looking ahead to the long-term talent pool, is critical to addressing the projected shortage of registered nurses. There is no single answer to the challenges healthcare organizations face, and in fact they are already beginning to take steps to meet the stated needs of nurses through short-, medium- and long-term strategies to attract, strengthen and develop a vibrant nurse workforce. More work to come Do, especially in terms of considering frontline voices and addressing the core drivers behind nurses' planned departures. We are optimistic that the problems facing the nursing profession can be resolved, but it will require concerted and focused attention from many parties.
Gretchen Berlin, RN, is a senior partner in McKinsey's Washington, DC office.Faith burnsis a consultant;Meredith LaPointeis a partner in the Bay Area office,Connor Essickis a consultant; andmary murphyis a partner in the Boston office.
The authors would like to thank the nurses, doctors, and staff on the frontlines caring for patients and communities. They would also like to thank Beth Bravo, Stephanie Hammer, Thomas Pu, Brooke Tobin, and Catherine Wilkosz for their contributions to this article.
Explore careers with us
The American Hospital Association estimates that the industry will face a shortage of up to 124,000 physicians by 2033. Meanwhile, it will need to hire at least 200,000 nurses a year to meet rising demands.Is there a nursing shortage in 2023? ›
The percentage of nurses who said they were satisfied with the quality of care they provide also decreased from 75% in 2021 to 64% in 2023. About 94% of those surveyed said there was a severe or moderate shortage of nurses in their area, with half saying the shortage was severe, per the survey.What are the future trends in nursing 2023? ›
2023 nursing healthcare trends will be led by the fallout of a momentous nursing shortage and growing technological changes. 2023 should also bring a renewed focus on nurses' mental health, wearable medical devices, and a rise in virtual medicine.What are 5 current strategies to address the nursing shortage? ›
- 1 | Listening to Nurses Concerns. ...
- 2 | Prioritizing Workplace Culture Increases Retention. ...
- 3 | Prioritizing Nurse Retention Levels. ...
- 4 | Increasing Diversity in the Nursing Student Body. ...
- 5 | Addressing the Need for More Nurse Educators. ...
- 6 | Using Innovation to Address the Nursing Shortage.
The US healthcare industry faces demanding conditions in 2023, including recessionary pressure, continuing high inflation rates, labor shortages, and endemic COVID-19.Is the shortage of nurses expected to resolve soon? ›
According to the United States Registered Nurse Workforce Report Card and Shortage Forecast published in the September/October 2019 issue of the American Journal of Medical Quality, a shortage of registered nurses is projected to spread across the country through 2030.Is being a nurse worth it 2023? ›
Yes, becoming a nurse is worth it for many students. Nursing is a popular career path because nursing skills are needed in a variety of settings.How to retain nurses 2023? ›
- Listen to Your Nurses. ...
- Prioritize a Diverse Culture in the Workplace. ...
- Offer flexibility. ...
- Provide Training for Your Nurses. ...
- Focus On Mental Health. ...
- Introducing International Nurses.
Employment of registered nurses is projected to grow 6 percent from 2021 to 2031, about as fast as the average for all occupations. About 203,200 openings for registered nurses are projected each year, on average, over the decade.
The New NCLEX Scoring System
The new NGN-style items have new scoring methods to allow for partial credit: +- scoring, Dyad scoring, and Triad scoring. All of the items will be either correct or incorrect, and some will have partial credit. This is referred to as polytomous scoring.
The U.S. Bureau of Labor Statistics (BLS) projects 9% job growth for registered nurses (RNs) and 45% job growth for nurse practitioners, nurse midwives, and nurse anesthetists between 2020 and 2030. Both percentages are significantly higher than the 8% average growth projected for all professions for the same period.What is the projected need for nurses 2025? ›
Researchers estimated that the US will have a 10 to 20 percent nursing gap by 2025 as the number of patients needing care exceeds the number of nurses. The RN supply could potentially see a low of 2.4 million, while the RN demand could be a low of 2.8 million nurses.What are the two main reasons for the nurse shortage? ›
An increase in the demand for care of the aging population. Many senior nurses approaching retirement age. A high nurse turnover rate.Where are nursing shortages the greatest? ›
|State||Current RN Shortage|
- Develop Strong Interpersonal Relationships. ...
- Set Boundaries Between Work and Personal Life. ...
- Get Enough Sleep. ...
- Care for Your Physical and Mental Health. ...
- Seek Out Regular Therapy or Assistant Programs.
Historically viewed as recession-proof, 2023 is expected to be a challenging year for the healthcare industry as macroeconomic factors – inflation, high labor expenses, volatile markets, supply chain snarls and other issues – exert their influence in ways not previously seen.What are the top risks for healthcare in 2023? ›
Workforce challenges, including succession challenges, a tightening talent/labor market, increases in labor costs and increased expectations for a hybrid or remote work environment, are among the top concerns for healthcare executives globally.What are the three most significant technologies being introduced into healthcare in 2023? ›
- Computed Tomography Scan Analysis. ...
- Machine Learning in Biopharma and Medtech. ...
- Robotics to Automate Hospital Workflows. ...
- Symptom Checker Chatbots.
According to the final rule, the federal government will give skilled nursing facilities a 2.7% pay hike in their payments for 2023!Will there be nursing shortage in 2025? ›
The United States could see a deficit of 200,000 to 450,000 registered nurses available for direct patient care by 2025, a 10 to 20 percent gap that places great demand on the nurse graduate pipeline over the next three years.
Hire more nurses: If possible, hire more nurses to provide adequate cover for each shift. Another option is to work with a staffing agency to bring on nurses as needed. If your facility has a large enough pool, it's unlikely you'll have difficulty getting enough people to work each shift.How long will nurses be in high demand? ›
For years, experts in the healthcare field have sounded the alarm on the high demand for nurses nationwide. Based on projections by the U.S. Bureau of Labor Statistics (BLS), the country will need additional 203,200 registered nurses (RNs) each year from now through 2031.Why are nurses leaving the bedside? ›
The survey found that chronic under-staffing was the No. 1 issue driving nurses away from bedside care, with hospital management and "burnout" as other factors. Just 1% of the nurses who responded to the survey considered the COVID-19 pandemic as a top issue driving them away from the job.How many years is nursing the most trusted profession? ›
Nurses ranked as the most trusted profession for the 21st year in a row, according to a Gallup poll released in January 2023. People have ranked nurses as the most trusted profession every year since 2002.What is the future outlook for nurses? ›
Nursing jobs outlook
According to the U.S. Bureau of Labor Statistics, the job outlook for nursing employees may grow by as much as 6% between 2021 and 2031. This job growth is a little faster than the growth for all occupations in the United States, which is estimated to be 5% from 2021 to 2031.
The national nursing shortage dates back decades, but the COVID-19 pandemic pushed it to crisis levels. One study predicts that, in the next two years, there will be a shortage of up to 450,000 bedside nurses in the U.S. In countries around the world, medical workers are pleading for more support.What do nurses need to do every 3 years? ›
The registration process: Every three years from when you join (or re-join) the register you will need to renew your registration by revalidating. Every year you will also need to retain your registration by paying an annual registration fee. If you don't complete these processes on time your registration will expire.What is the average career length of a nurse? ›
Why is it that the average RN career length is only nine years? Incredible Health.Will nurses make more money in the future? ›
With a glut of open nursing positions, it's prime time for nurses to ask for more money, or find a higher-paying position. Salaries may continue to increase in the coming years, but probably not at the rate seen recently. So, if nurses want a raise, now's the time to ask for one.What is the average age of a nurse? ›
Average Age Of Nurses
The average age of a registered nurse in the United States is 44, though this may change as the demand for nurses increases.
Next Gen NCLEX changes
The National Council of State Boards of Nursing (NCSBN) launched the Next Generation NCLEX on April 1, 2023.
The NCLEX-RN has a minimum of 75 questions and a maximum of 145, and you have five hours to complete the exam. If the maximum amount of time has elapsed and you have not answered the minimum number of questions, this indicates you failed the NCLEX in 2023.How to pass NCLEX 2023? ›
- Review Case Studies. For years, the mainstay of standardized test preparation are study guides. ...
- Organize and Prepare Early. ...
- Assess Your Critical Thinking Skills. ...
- Make a Solid Study Plan. ...
- Get ready for test day.
Without sufficient recruitment and retention, the world could face a shortage of up to 13 million nurses by 2030, according to a new report.How many nurses quit in the first 5 years? ›
Over 50% of nurses quit within the first five years.
More specifically, over 17% quit within the first year, and a whopping 56% quit after the first two years.
The BLS Occupational Outlook Handbook estimates job growth for nurse anesthetists, nurse midwives and nurse practitioners to increase by about 45% from 2020 to 2030, accounting for an estimated increase of 121,400 jobs in the field.What will the future of the nursing workforce look like in 50 years? ›
Although the number of nurses may have doubled since the 1950's, there are still not enough to meet growing needs. It's predicted that 500,000 seasoned RNs will leave due to attrition or retirement by 2022, while the need for nurses will increase as baby boomers grow older and require medical care.How long will healthcare shortage last? ›
The American Association of Medical Colleges (AAMC) predicts a shortage of as many as 122,000 physicians by 2032. The report that made this dire prediction also pointed out that the over-65 population will grow by 48% by 2032.Is there really a shortage of nurses? ›
The nursing shortage in the US has been here for years, says Shumaker, adding that the American Nurses Association (ANA) says more RN jobs will be available through 2022 than any other profession in the US. This is good news and bad news, she says.What percentage of nurses have left the profession? ›
Per the data, 4.2% (or an estimated 33,811) of licensed practical nurses/licensed vocational nurses left the workforce in the past two years—an issue compounded by “considerable and somewhat unprecedented disruptions” to prelicensure nursing education programs during the past few years.
Nursing shortages can result in:
Increased nurse-to-patient ratios. Undue burden on nursing staff. Delays in interventions and medications. Potential medication errors.
America is in the middle of a nursing shortage, and the problem will continue through 2023. Several factors contribute to the shortage, including: Nurses are reaching retirement age. Roughly one-third of the current nursing population could retire in the next 10 to 15 years.What are the current nursing issues 2023? ›
And as nurses enter 2023, they are caring for patients with COVID, influenza, and respiratory syncytial virus. The multiple respiratory viruses are straining the healthcare system. Busy outpatient and inpatient settings are occurring at the same time the nursing industry is facing a shortage of nurses.What is being done to address the nursing shortage? ›
In response to this national shortage, states have examined a variety of options to recruit and retain nurses. Specific policy levers include loosening licensing requirements, changing scope of practice laws, bolstering educational programs, and offering monetary incentives.What are the top 3 causes of nurse burnout? ›
Some of the most common reasons for nurse burnout include long work hours, sleep deprivation, a high-stress work environment, lack of support, and emotional strain from patient care.Why is there a labor shortage 2023? ›
Economists are predicting a slowdown in labor market activity in the U.S. in 2023 due to a likely recession, a continued battle with inflation, more layoffs and higher unemployment.What is the projected nursing shortage by 2025? ›
The United States could see a deficit of 200,000 to 450,000 registered nurses available for direct patient care by 2025, a 10 to 20 percent gap that places great demand on the nurse graduate pipeline over the next three years.Is there a shortage of healthcare workers in hospitals? ›
The country faces a shortage of up to 124,000 physicians by 2034, including 48,000 primary care physicians, according to the Association of American Medical Colleges. Hospitals are currently facing shortages of registered nurses as burnout and other factors drive them to other roles.Why is there a staffing shortage in healthcare? ›
Burnout can lead directly to staffing shortages in health care, as people leave the profession. According to a survey by staffing agency Incredible Health, 34% of nurses said they would leave their jobs by the end of 2022, with 44% saying that stress and burnout contributed to their decision.Will there be layoffs in 2023? ›
The running total of layoffs for 2023 based on full months to date is 168,243, according to Layoffs.fyi. Tech layoffs conducted to date this year currently exceed the total number of tech layoffs in 2022, according to the data in the tracker.
A global pandemic impacted every employment sector, as well as supply chains. Conditions brought significant changes to the workforce, such as remote work and hybrid work. Relocations away from major cities, a reaction to some quarantines, also occurred.What are the workforce challenges for 2023? ›
In 2023, organizations will continue to face significant challenges: a competitive talent landscape, an exhausted workforce, and pressure to control costs amid a looming economic downturn. How employers respond could determine whether they are an employer of choice.What's really behind the nursing shortage? ›
Facts About the U.S. Nursing Shortage
More than half of current RNs are over the age of 50. In 2021, U.S. nursing schools turned away more than 91,000 qualified applicants due to a lack of faculty, education space, and resources.
Is Nursing a Good Career Choice in 2023? The nursing field is ever-evolving. Most job roles are high-paying and in demand. The AMN Healthcare survey found an astounding 81% of nurses surveyed are satisfied that they made the right career choice for themselves.How can we fix the shortage of healthcare workers? ›
The single most important way to reverse that is to support and expand partnerships between universities and community health care settings to develop additional residencies for graduating medical students as well as clinical training opportunities for nurses, respiratory therapists, radiology technicians, and others.What is the hardest healthcare job? ›
- Pulmonologist. Nearly 66% of all job openings for pulmonologists were still unfilled after 60 days according to Indeed.com. ...
- Rheumatologist. ...
- Nurse Practitioner. ...
- Agency Nurse. ...
- Cardiologist. ...
- Radiologist. ...
- Emergency Medicine Physician. ...
The road ahead
By 2025, the U.S. is estimated to have a shortage of approximately 446,000 home health aides, 95,000 nursing assistants, 98,700 medical and lab technologists and technicians, and more than 29,000 nurse practitioners, according to a 2021 report conducted by industry market analytic firm Mercer.
May 1 (Reuters) - Almost a third of the nurses in the United States are considering leaving their profession after the COVID-19 pandemic left them overwhelmed and fatigued, according to a survey.What is the turnover rate for nurses? ›
RN turnover increased by 8.4 percent in 2021 but fell by 4.6 percent to 22.5 percent in 2022. The median turnover rate was 21.7 percent, ranging from 6.5 percent to 64.5 percent. The average cost of a turnover for a staff RN is $52,350 and ranges from $40,200 to $64,500, according to the report.What is nurses burnout? ›
What Is Nurse Burnout? Burnout is caused by unmanaged, chronic workplace stress. It can occur in any job or sector and results in the following symptoms, according to the World Health Organization: • Mental and physical exhaustion. • Mental distance from the job.