Written by Morgan Curry, BSN, RN for Nursing CE Central
It feels like the nursing shortage has been around for a while, and COVID-19 has only exacerbated the issue.
Now that we have made it through what is arguably one of the most difficult seasons in our entire nursing careers, we are feeling the impacts of the nursing shortage now more than ever.
So, the question is, ‘when will the nursing shortage be over?’
The U.S. Bureau of Labor Statistics reports that the employment of RNs from 2019 to 2029 is projected to increase faster than any other occupation at 7%; the national average for all occupations is about 4%.
Healthcare systems globally have been strained by the influx of patients, lack of resources, and extreme working conditions; but there is one major outlier that we cannot prevent.
Time. No matter what we say, do, or believe, there is nothing that can stop it.
Our nursing population is aging, and more nurses are beginning to retire each year; although this is a significant problem to the industry, there are many more factors that come into play that we must address.
In order to fully understand why the nursing shortage is increasing, let’s break this down some of the most prominent contributing factors.
Why the Nursing Shortage is Continuing to Worsen
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Large Aging Populations and Workforce
The American Association of Colleges of Nursing outlines that the average age for an RN is 50 years, which poses significant risks for the next several years. As the Baby Boomer and Generation X populations begin to retire from the workforce and potentially present health complications that require care, the nursing industry may be hit with more than they can handle.
A 2018 JAMA Network Open cross-sectional survey determined that out 50,000 nurses, 31.5% of respondents reported leaving the profession due to burnout.
A recent Nurse Burnout study from Nursing CE Central identified that out of over a thousand nurses, 95% of respondents claimed to be burnt-out, while 47.9% are actively searching for a less stressful position.
In the 2020 Nursing Solutions Inc. Health Care Retention Report, nurses have the highest turnover rates of all the allied healthcare professions; and it is continuing to rise. For example, the percentage of national RN turnover in 2019 was 15.9%, and 18.7% in 2020.
When Will the Nursing Shortage Be Over?
Rather than improving, the nursing shortage is only growing, so, unfortunately, there is no right or wrong answer to this well-deserved question.
With increased pressures of the nursing shortage, fatigue, and job dissatisfaction, nurses will only continue to leave the profession.
So, what can be done about this issue?
Through the pandemic, hospital institutions along with other employers have been incorporating hazard pay as well as retention and sign-on bonuses to serve as monetary incentives. Of course, all of these are not bad options; however, money can only go so far, and it is only a piece to the entire job satisfaction puzzle.
Nurses want to feel appreciated and respected; work environment, safety, and work-life balance are major factors that contribute to their job satisfaction.
Nursing burnout should be addressed as the leading cause of turnover first and foremost. When this national crisis is addressed by employers and hospital institutions, only then will the shortage begin to improve.
When managers and institutional executives address the root cause of the problem by taking the time to investigate shortcomings, it will allow them to strengthen their team, increase retention, and decrease burnout.
Nurses, remember why you entered the nursing profession in the first place.
Your compassion, strength, and grit for the field are unmatched and appreciated more than you know; do not lose sight of this. I know the past year has been extremely difficult for you but try your best to persevere.
Keep your patients and your nursing philosophy at the root of your care and practice.
kbrn2002, ADN, RN
3,967 Posts
Even when they are hiring all those posted positions are first available to internal transfers if they intend to fill them at all. By the time the positions they actually fill are taken by internal transfers the only positions open are the lousy ones nurses already working there left when they transferred to the better ones. Then they don't fill those until they are posted, when and if they are posted at all.