The country’s nursing workforce has seen slight recovery since the pandemic, but burnout and stress continue to fuel high levels of turnover. New research reveals troubling retention trends — with more than 138,000 nurses having left the workforce since 2022 and 40% of nurses planning to leave the profession within five years.
A new Mercer report predicts there will be a national surplus of about 30,000 nurses by 2028. Though an overall surplus is projected nationally, there will still be significant shortages of nursing labor in a handful of states, as well as most of the country’s rural areas. To solve this issue, providers need to recruit from wider labor pools, minimize nurses’ nonclinical tasks and prioritize creating a more supportive work environment.
The home care industry is booming. As Baby Boomers age and more families seek in-home solutions for loved ones, demand for home care services is at an all-time high.
By 2030, the U.S. expects shortages of 200,000 nurses and 124,000 physicians snd similar shortages are already being felt in the U.K. and elsewhere. Here's how to build and train a modern healthcare workforce in the age of AI
Leveraging technology as a force multiplier can significantly help nursing programs graduate more practice-ready nurses to care for patients in their communities.
Solving this problem will require a multi-pronged approach that includes recruitment, technology, and help from lawmakers.
Shift flexibility is critical to nurse satisfaction.
Break down the silos. Take control of your provider data.
In order to effectively address the nursing shortage, hospitals must embrace three key products on the market that has been proven to alleviate nurse burnout, according to Syl Trepanier, chief nursing officer at Providence.
During a critical nursing shortage, practicing nurses want to be allowed more time for teaching and mentoring fellow nurse learners, as there are multiple benefits for both sides that could result in improved satisfaction.
If we can simplify nurses’ work by embracing technology that streamlines, automates, and integrates processes like scheduling, credentialing, and compliance management to enhance quality outcomes, we can give nurses time back to spend on the moments that matter most.
When real-life failure is not an option, practicing curated, trial-and-error simulations in VR can reduce patient risk in high-acuity scenarios. With nursing faculty also in short supply and a wave rapidly approaching retirement age, virtual reality simulations can help bridge the gap between learners needing supervised clinical experiences, and time-pressed preceptors, who have their own patients to care for in addition to guiding novices in clinical settings.
Healthcare is drowning in chaos—from scattered data to burnout-inducing tasks. Discover how smarter workflows and real-time insights can rescue care teams and transform patient outcomes.
As the debate over worker misclassification rages, it's important that healthcare professionals know the facts. Staffing agencies that designate their nurses as independent contractors avoid the costs of employment-related benefits like insurance, workers’ compensation, and overtime pay. These agencies also lack necessary clinical and professional oversight over their contractors, which increases the risk of substandard care.
As nursing remains the most trusted profession and NPs have long been accepted as primary care providers, nurses and NPs are uniquely qualified to guide patients through care interactions and bring the consistency associated with primary care to new places.
Staffing agencies are convincing hospitals that it is dangerous to hire nurses like me, telling them that us independent nurses are not equipped to provide quality patient care, and that hiring independent nurses could open the door for legal ramifications.
A new Accenture report laid out considerations that hospitals should keep in mind as they adopt new technology aimed at improving nurse retention. Some of the report’s key recommendations for providers were to build a strong, cloud-based technology infrastructure and to involve nurses early on in the process of adopting a new digital tool.
Nurse unions and labor experts agree that the pandemic was a turning point that catalyzed nurses to fight for improved working conditions and overall better treatment from their employers. By negotiating new contracts with their employers, unions are working hard to both uphold patient safety and mitigate the nursing field’s debilitating workforce shortage.