When we tabulated the results of our first nationwide nursing survey almost two years ago, we were surprised to see such a high reported likelihood of nurses planning to leave their jobs—and we did not expect this trend to persist for such an extended period of time.
About the authors
This article is a collaborative effort by Gretchen Berlin, Faith Burns, Connor Essick, Meredith Lapointe, and Mhoire Murphy, representing views from McKinsey’s Healthcare Practice.
But that is what has happened in the wake of the COVID-19 pandemic. In fact, we have seen some of this reported anticipated turnover actually occur, as well as a decrease in the overall active nursing workforce. And there is still cause for concern: today, 31 percent of nurses still say they may leave their current direct patient care jobs in the next year, according to our most recent survey. That said, we are cautiously optimistic that some of the practices implemented by healthcare organizations to improve the experience of nurses are bearing fruit.
In this article, we share the latest data from our September 2022 frontline nursing survey of 368 frontline nurses providing direct patient care in the United States (see sidebar, “About the research”). We offer these insights as resources for organizations as they continue their journeys of attracting, supporting, and retaining a vibrant workforce, as well as promoting longer-term workforce stability.
What’s been happening in the nursing workforce
About the research
From September 9 to 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 said they spend more than 70 percent of their time delivering direct patient care and that they had at least one year of work experience. All survey questions were based on the experiences of the individual professional. Key insights shared are statistically significant and represent populations with a sample size of n > 30; for smaller sample sizes (for example, n < 100), results should be taken as directional. Additionally, publicly shared examples, tools, and healthcare systems referenced in this article are representative of actions that stakeholders are taking to address workforce challenges. The examples, tools, and systems have not been vetted and are not endorsed by McKinsey.
Nursing turnover continues to be a substantial challenge for healthcare organizations as the number of individuals with the intent to leave their jobs remains high. In our most recent nursing survey, 31 percent of respondents indicated they were likely to leave their current role in direct patient care, a figure that has stabilized over the past six to 12 months yet is still higher than the 22 percent rate observed in our first survey in February 2021 (Exhibit 1).1Gretchen Berlin, Meredith Lapointe, and Mhoire Murphy, “Surveyed nurses consider leaving direct patient care at elevated rates,” McKinsey, February 17, 2022; Gretchen Berlin, Meredith Lapointe, Mhoire Murphy, and Molly Viscardi, “Nursing in 2021: Retaining the healthcare workforce when we need it most,” McKinsey, May 11, 2021. Our research further shows that the intent to leave varies across settings. For example, inpatient registered nurses (RNs) have consistently reported a higher intent to leave than the average of all surveyed RNs. In our most recent pulse survey of inpatient RNs, we saw intent to leave rise again, from 35 percent in fall 2022 to over 40 percent in March 2023.
Recent analysis of studies comparing intent to leave to actual turnover show that both jumped meaningfully over the course of 2021. A study from Nursing Solutions Inc. (NSI) showed that actual reported hospital and staff RN turnover increased from 18 percent in fiscal year 2020 to 27 percent in fiscal year 2021; the same March 2022 study reported that the workforce lost about 2.5 percent of RNs in 2021.22022 NSI national health care retention & RN staffing report, NSI Nursing Solutions, March 2022. In the latest NSI report (March 2023), turnover reduced to 23 percent in fiscal year 2022 but still remains elevated compared with prepandemic levels.32023 NSI national health care retention & RN staffing report, March 2023. A Health Affairs study published in April 2022 found that the RN workforce fell by about 100,000 by the end of 2021, which is a “far greater drop than ever observed over the past four decades.” This decline was particularly pronounced among midtenure nurses (aged 35 to 49).4David Auerbach, Peter Buerhaus, Karen Donelan, and Douglas Staiger, “A worrisome drop in the number of young nurses,” Health Affairs Forefront, April 13, 2022. In terms of where they are going, nurses are both leaving the profession entirely as well as simply changing employers or roles. About 35 percent of respondents to our most recent survey who indicated they were likely to leave said they would remain in direct patient care (that is, at a different employer or role). The remainder said they intended to leave the bedside for nondirect patient care roles to pursue different career paths or education or to exit the workforce entirely.
With this persistently high turnover and the corresponding gathering storm in US healthcare, it is more important than ever for healthcare organizations to design and deploy initiatives that respond to and address workforce needs. Most healthcare organizations have learned that attracting and retaining nursing talent in the postpandemic era will require a more nuanced understanding of what nurses are looking for in a profession and an employer.
Our four frontline nursing surveys over the past two years have enabled us to glean insights into factors contributing to both attrition and retention. Frontline nursing respondents have consistently ranked elements of flexibility, meaning, and balance as the most important factors affecting their decision to stay in direct patient care (Exhibit 2). Recognition, open lines of communication, and embedding breaks into the operating model (for example, during shifts, between shifts, and formal paid time off) have consistently been rated as the top initiatives to support well-being.
The nursing workforce has evolved over the course of the pandemic, and the strategies aimed at attracting and retaining tomorrow’s workforce have evolved as well. To start, structural solutions that help to ensure a manageable workload—for example, consistent support staff, a safe environment, reduced documentation and administrative requirements, predictability of schedule, and ability to take paid time off—continue to be critical. Surveyed nurses who left a direct patient care role in the past 18 months indicated that not being valued, unmanageable workloads, and inadequate compensation were the top factors in their decision to exit (Exhibit 3). There are no one-size-fits-all solutions, but many healthcare organizations have adapted their approaches and carried out interventions that appear to be yielding results.
What stakeholders can do in the short term
Our most recent survey found that 75 percent of nurses who left a job in the past 18 months reported that not being valued by their organization was a factor in their decision. In addition, 56 percent of total respondents reported that appropriately recognizing nurses for their contributions was the most effective initiative to support well-being. Surveyed nurses suggested various ways to respond to the recognition gap, including simple acknowledgement, appreciation of excellence, and reinforcement through broader workplace culture and support in the field.
Many healthcare systems have found ways to implement the nurses’ suggestions. While more research is needed to understand the full impact of these efforts, they may be helpful short-term starting points in the attempt to show support for the workforce.
At the Orlando VA Medical Center, “Employee Well-Being Centers” were set up to address the burnout and stress caused by the pandemic. Setting up a dedicated quiet space with amenities like virtual-reality headsets, aroma therapy, and sound machines, as well as snacks and beverages, resulted in a measurable positive impact on Employee Whole Health engagement scores and decreased feelings of burnout, higher retention, and increased overall well-being. As a result of these improvements, the program has expanded to more than ten medical centers across the Veterans Health Administration network.5“Employee well-being centers and carts,” VA Diffusion Marketplace, accessed April 2023.
Some health systems have employed digital tools to ensure that tailored recognition can be delivered in a timely and meaningful way. For example, nurse managers at the Orange Coast Medical Center in Fountain Valley, California, were using sticky notes, mining emails, spreadsheets, and other manual processes to remind them which nurses did what to deserve recognition or to schedule meetings to help other nurses improve their work. While meaningful, these recognition processes were time-consuming for nurse managers.6“Frontline nurses are burning out. This digital health start-up is trying to change that," Laudio, May 13, 2022.
To sustain both this type of in-the-moment recognition and to reward bigger milestones, Orange Coast implemented the Laudio technology platform, which enables frontline leaders to monitor and manage team activity and performance. Use of this system has shown that one meaningful, or high quality, interaction per team member per month can reduce turnover by 36 percent.7“Frontline nurses are burning out. This digital health start-up is trying to change that," Laudio, May 13, 2022. In addition to keeping track of events and alerting managers about matters to engage in with specific nurses, Laudio can send digital cards and notes to nurses to acknowledge high performance.
Safety is also increasingly top of mind for nurses, as troubling incidents involving visitors and patients have risen.8Christine Porath and Adrienne Boissy, “Frustrated patients are making health care workers’ jobs even harder,” Harvard Business Review, May 14, 2021. In our most recent survey, 42 percent of nurses indicated that not having a safe working environment was an extremely or very important factor affecting their decision to leave direct patient care, up from 24 percent in March 2022.
To address safety concerns and incivility, UMass Memorial Medical Center in Worcester, Massachusetts, developed a patient and visitor code of conduct. At the entrances to facilities, visitors are asked to sign an agreement to adhere to a code of conduct that formalizes parameters and expectations of behavior. In addition, UMass created talking points for employees to use to respond to and de-escalate contentious situations. In just over a month of piloting the program, the hospital collected 56,000 signed agreements and only asked four visitors to leave the premises.9Christine Porath, “Frontline work when everyone is angry,” Harvard Business Review, November 9, 2022.
In addition to deploying more effective strategies to support and retain employees, healthcare executives can look at ways to better attract talent in the near term. To recruit staff, health systems should ensure that their value proposition is aligned to the workplace elements that nurses consider most important—especially when differentiating on compensation is less feasible. Aya Healthcare, a healthcare-talent software and staffing company, found that hospitals seen as a great place to work paid less to secure talent throughout the pandemic. In fact, hospitals seen as great places to work had labor compensation rates 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, April 8, 2021.
What stakeholders can do in the medium term
In the medium term, finding ways to incorporate flexibility into work schedules is an initiative that 63 percent of surveyed nurses ranked as the most effective for their well-being. We saw similar responses regarding nurses’ decision to stay in their current position: 86 percent cited a flexible work schedule as the reason, which ranked second after “doing meaningful work.” The nature of nurses’ work—typically specialized and always in demand—may make providing schedule flexibility seem daunting. But health systems have pursued several creative ways to address the issue.
The nature of nurses’ work—typically specialized and always in demand—may make providing schedule flexibility seem daunting.
For example, the Mercy health system launched Mercy Works on Demand, a systemwide on-demand platform that allows its full- and part-time nurses as well as other experienced nurses to select when they work. Through the platform, Mercy has hired about 1,100 individuals they are calling gig nurses and have improved overall fill rates by two percentage points.11Kelly Gooch, “How Mercy embraced a gig mindset for nursing,” Becker’s Hospital Review, December 5, 2022. But flexibility means different things to different people, which has increased complexity for employers. Charting a path forward will require a nuanced understanding of the employee value proposition as well as what options resonate with the workforce.
Job flexibility is at the center of many health systems’ strategies to not only attract new talent but also to welcome back nurses who left during the pandemic. Henry Ford Health has been able to bring back 25 percent of the nurses who left by offering flexible opportunities. Nursing leaders 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 virtual) or to work only on weekends. The health system also created fixed-term positions for nurses who didn’t want full-time permanent jobs, with the option to transition to permanent roles once their term was up.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 industries, the flexibility to work remotely has become increasingly important to some nurses. Trinity Health launched a virtual-care model, allowing more experienced nurses to continue providing patient care but away from the bedside. The new virtual model opens the door to nurses who may be physically tired from the demands of in-person care and to those who prefer to work from home. In addition, this program has enabled the virtual nurses to provide support to teams at the bedside and to improve patient experience by giving them more chances to interact with a nurse. The program is being rolled out across Trinity’s 88 hospitals nationwide.13Giles Bruce, “Trinity Health plans to institute virtual nurses across its 88 hospitals in 26 states,” Becker’s Hospital Review, January 13, 2023.
What stakeholders can do in the long term
As health systems look beyond retaining the current workforce and meeting the expected demand for nursing talent, they could have a role to play in building a longer-term pipeline through investing in new-graduate nurses and in the infrastructure required to ensure successful onboarding into the profession.
For example, Dignity Health has invested heavily in longer-term pipeline building through a joint venture between Dignity Health Global Education and Global University Systems. The partnership offers online academic degrees to further the education, training, and development of the healthcare workforce. The joint venture spans technical, professional, executive, and leadership training and provides a range of flexible, accessible, and affordable education opportunities for healthcare workers to advance their careers. It also has a scholarship fund to remove financial barriers for education and to increase equity in healthcare. Dignity Health Global Education now has one of the most comprehensive nursing residency programs, available in 21 states.14“Dignity Health and Global University Systems announce joint venture to expand global education for health professionals,” Global University Systems press release, January 30, 2019.
The commitment to building a longer-term talent pipeline has expanded beyond individual health systems. Many city and regional partnerships have developed across the United States, bringing together critical stakeholders across the healthcare ecosystem to train and upskill unemployed and underemployed job seekers into healthcare occupations. For example, the Birmingham Region Health Partnership, the result of close collaboration among government, healthcare employers, and other community partners, including Birmingham Business Alliance and Innovate Birmingham, won a $10.8 million grant from the Good Jobs Challenge to train and place over 1,000 jobseekers in the region.15“Birmingham receives $10.8 million ‘Good Jobs Challenge’ grant,” Birmingham City Council press release, August 3, 2022. Similar collaborative partnerships exist in Chicago, Baltimore, Philadelphia, among others, to build a pipeline of healthcare workers and to create meaningful career opportunities for historically excluded job seekers.16BACH Quarterly Newsletter, Baltimore Alliance for Careers in Healthcare, accessed April 2023; “Cutting the ribbon on new West Philadelphia Skills Initiative Headquarters,” University City District, March 29, 2023; CHWC Overview & Update - February 2021, Chicagoland Healthcare Workforce Collaborative, updated March 10, 2021.
Other stakeholders are taking action at a national level. In 2022, the US Department of Labor budgeted $80 million to encourage not-for-profit organizations, 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 nursing careers.17“DOL Nursing Expansion Grant Program: Total funding available: Up to $80 million,” US 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 longer-term talent pipeline will be critical to meeting the projected shortfall in registered nurses. There isn’t one answer to the challenges confronting healthcare organizations, and indeed, they have begun taking steps to address nurses’ stated needs through short-, medium-, and longer-term strategies that attract, strengthen, and grow a vibrant nurse workforce. There is more to be done, especially in taking account of the voices of the front line and addressing the core drivers behind why nurses are planning to leave. We are optimistic that the issues facing the nursing profession can be addressed, but this will require consistent and dedicated attention from many parties.
Gretchen Berlin, RN, is a senior partner in McKinsey’s Washington, DC, office, where Faith Burns is a consultant; Meredith Lapointe is a partner in the Bay Area office, where Connor Essick is a consultant; and Mhoire Murphy is a partner in the Boston office.
The authors wish to thank the nurses, physicians, and staff on the front lines who are caring for patients and communities. They also wish to thank Beth Bravo, Stephanie Hammer, Thomas Pu, Brooke Tobin, and Catherine Wilkosz for their contributions to this article.
Explore a career 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.What are the future trends in nursing 2023? ›
More Nurses Will Earn a BSN.
As health care systems work to increase the number of nurses with bachelor's degrees (BSN), nurses seeking higher degrees through online nursing programs will remain a popular nursing trend in 2023.
- 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 RN workforce is expected to grow from 3.1 million in 2021 to 3.3 million in 2031, an increase of 195,400 nurses. The Bureau also projects 203,200 openings for RNs each year through 2031 when nurse retirements and workforce exits are factored into the number of nurses needed in the U.S.What are the top issues facing healthcare in 2023? ›
The US healthcare industry faces demanding conditions in 2023, including recessionary pressure, continuing high inflation rates, labor shortages, and endemic COVID-19.Is there a nurse 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.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.
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 will the new NCLEX look like 2023? ›
The Next Gen NCLEX will also have a new scoring method. Currently, the NCLEX items are scored as either all incorrect or all correct. Using a scoring model that accounts for multiple answers will allow for partial credit. It will go into effect in April 2023.What are the two main reasons for the nurse shortage? ›
According to the Nurse Journal, as of August 2022, the main factors contributing to the nursing shortage are: An increase in the demand for care of the aging population. Many senior nurses approaching retirement age. A high nurse turnover rate.
Understand the workforce profile and employment needs of older nurses by conducting surveys, focus groups, and nurse labor market analysis. Create flexible work opportunities that are specifically designed for older nurses. Ensure that older nurses have equal access to relevant learning and career opportunities.What policy can be taken to improve 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.Is becoming 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.Will nurse salary increase in 2023? ›
Across-the-board salary increases as follows: 6% wage increase effective January 1, 2023. 5% wage increase effective January 1, 2024.What are hospitals doing to retain nurses? ›
The system offered retention bonuses to entice staff to stay. Another key tool is conducting stay interviews rather than exit interviews, where nurses and managers can discuss why nurses want to stay in their roles and what additional supports may be needed for them to continue doing that work.How healthcare could shift by 2025? ›
Up to $265 billion worth of care services for Medicare fee-for-service and Medicare Advantage beneficiaries could shift to the home by 2025. When patients enter a healthcare facility, their primary aims are to become well again and to go home.What are the three most significant cyber threats affecting healthcare in 2023? ›
- Phishing. Phishing is the most prevalent cybersecurity threat in healthcare. ...
- Ransomware Attacks. During a ransomware attack, malware is injected into a network to infect and encrypt sensitive data until a ransom amount is paid. ...
- Data Breaches. ...
- DDoS Attacks.
In 10 years, there will be expanded outpatient services that include leveraged technology that will allow the patient to be cared for in a yet-to-be-seen care model, including traditional hospital settings and increasing home care setting solutions.How many nurses are leaving the profession in 2023? ›
For example, inpatient registered nurses (RNs) have consistently reported a higher intent to leave than the average of all surveyed RNs. In our most recent pulse survey of inpatient RNs, we saw intent to leave rise again, from 35 percent in fall 2022 to over 40 percent in March 2023.How many nurses are needed by 2023? ›
The Bureau of Labor Statistics says that the need for registered nurses (RNs) will grow by 12% between 2023 and 2029 and that by 2025, there will be a shortage of nearly 200,000 RNs. Other study suggested that there will be 200k to 450k Nursing shortage in America by 2025.
California has the worst nursing shortage in the United States. It's predicted that by 2030, California will be in need of over 44,000 nurses.How long will nurses be in high demand? ›
Why Is There a Nursing Shortage? 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.What do nurses need to do every 3 years? ›
The revalidation process requires that Nurses undertake at least 35 hours of CPD, maintained in accurate records and submitted every 3 years.What percentage of nurses leave the profession? ›
Where nurses work matters. About 36% of nurses who work in hospitals plan to stick with the profession but are looking for a new employer. Only 15% of hospital nurses planned to "continue working as I am," AMN reported. Nurses in other settings such as medical offices were more likely to stay in their position.Is travel nursing going away 2023? ›
Reliance on Travel Nursing Will Continue in 2023
Even if wages have come down, there are still nursing shortages all across the country. Nursing schools turned away 91,938 qualified nursing applications in part due to the faculty shortage.
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 does the future look like for nurses? ›
The demand for nurses is higher, yet we are also experiencing a need for more qualified professionals in this field. This shortage is expected to continue in the future. Exacerbating the shortage numbers is that more than one-third left their jobs in 2022. Four in 10 cited burnout as a major factor.What month in 2023 will NCLEX change? ›
The earlier you begin preparing, the more equipped you will be to pass your exam on the first try. And the answer to the question “When is the NCLEX changing?” is April 1, 2023.What is the maximum questions on the NCLEX-RN 2023? ›
The 2023 NCLEX now ranges from 70-135 questions. On a minimum-length exam, there will be 70 scored items and 15 unscored items. Previously, exam questions ranged anywhere from 60-130 questions. With a minimum-length exam, examinees can expect 52 stand-alone questions and three case studies.What month is the new NCLEX format 2023? ›
Next Gen NCLEX changes
The National Council of State Boards of Nursing (NCSBN) launched the Next Generation NCLEX on April 1, 2023.
Close to a third of nurses nationwide say they are likely to leave the profession for another career due to the COVID-19 pandemic, a new survey from AMN Healthcare shows. This level is up at least seven points since 2021. And the survey found that the ongoing shortage of nurses is likely to continue for years to come.Why are nurses leaving the profession? ›
Due to increasingly unsustainable working conditions, nurses are quitting in droves. Although these resignation rates aren't new, they've been exacerbated by the pressure and moral distress brought on by the Covid-19 pandemic . A nurse's decision to leave the profession isn't something they take lightly.How bad is nursing shortage? ›
About 100,000 registered nurses left the workforce during the past two years due to stress, burnout and retirements, and another 610,388 reported an intent to leave by 2027, according to a study released by the National Council of State Boards of Nursing.How many nurses are needed 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.How have the last several shortages of nurses been resolved? ›
Greater Access to Education
Education is the bedrock for growing the population of skilled nurses. Creating programs that incentivize students to enroll in nursing school, complete their studies, and continue their education to up-level their skills and careers is one strategy for increasing enrollments.
The right nurse-to-patient staffing ratio
For example, the nurse-to-patient ratio in a critical care unit must be 1:2 or fewer at all times, and the nurse-to-patient ratio in an emergency department must be 1:4 or fewer at all times that patients are receiving treatment, the law states.
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.Which strategies can you recommend to increase nurse retention? ›
- Be strategic during recruitment.
- Establish a nurse residency program.
- Make career development a top priority.
- Promote a culture of learning.
- Offer a flexible work schedule.
- Provide competitive compensation and benefits.
- Recognize and reward your nurses.
- Delegate. You can't possibly complete all the necessary tasks at your facility or even within your team. ...
- Use Technology. Get rid of tedious paperwork, mandatory in-person meetings, paper schedules, and the list goes on. ...
- Stress Management. ...
- Keep It Simple.
2. High number of job openings projected. As current nurses either retire or leave for other professions, about 203,200 openings for registered nurses are projected each year, on average, over the decade, according to the BLS. This is yet another sign that nurses will continue to be in demand.
According to the Bureau of Labor Statistics' Employment Projections 2021-2031, the Registered Nursing (RN) workforce is expected to grow by 6% over the next decade. The RN workforce is expected to grow from 3.1 million in 2021 to 3.3 million in 2031, an increase of 195,400 nurses.Is there a nursing shortage 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 is a fair raise in 2023? ›
Cost of living
The expected COLA for 2023 is 8.7%., meaning if you were going to give an employee an annual salary increase of $10,000, you would adjust that amount to $10,870 to account for inflation.
What is the highest-paid nurse? Certified Registered Nurse Anesthetists! Earning $195,610 annually, CRNAs earn significantly more than any other type of nurse or nursing specialty.What is the future of nursing in hospitals? ›
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.Why are hospitals so short staffed? ›
High demand: Hospitals are often busy, especially during certain times of the year or during an epidemic or pandemic. When there is a surge in demand, it can be difficult to keep up with staffing needs.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. But data shows the far greater concern lies in something that's not so changeable: demographics.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 World Health Organization predicts a shortfall of 15 million health care workers worldwide in 2030. The International Centre on Nurse Migration projects there will be a shortage of 13 million nurses alone by 2030, up from a shortage of 6 million before the pandemic.Why is it so hard to hire right now 2023? ›
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.
A recent study from the Economic Policy Institute shows the Class of 2023 is graduating into a stronger labor market for young workers, as measured by lower unemployment and underemployment rates, than the year prior's graduating class.Is job market slowing down 2023? ›
Odds of a recession in 2023 hover at 64% amid bank failures and higher rates. Economists see jump in unemployment and major job losses over next 12 months.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.
California has the worst nursing shortage in the United States. It's predicted that by 2030, California will be in need of over 44,000 nurses.What is the future of hospital nursing? ›
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.Is nursing a good career 2023? ›
Nursing is a great career choice for many reasons, and it continues to be one of the top occupations in 2023. Not only does nursing offer a stable job with excellent benefits, but nurses also get to form meaningful relationships with their patients as they provide them with quality healthcare.Will nurses be replaced in the future? ›
It seems unlikely that robots will take over all the duties of a nurse within our lifetime. However, it is important to upgrade your skills in order to remain attractive for employers as machines begin to fulfill more tasks, and nurses are assigned new responsibilities in their place.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. ...
Higher acuity levels, increased patient volumes, and continued staffing challenges are key contributors — all of which prompt increased turnover, drive decisions to leave the profession, and pose care quality and safety risks.