How to Fix the Ongoing Nursing Shortage: Strategies for Employers

The nursing shortage is an ongoing challenge for healthcare employers. On top of the existing shortage of nurses, hospitals and other healthcare facilities are facing an increasing demand for nurses due to the growing patient population from aging baby boomers, expanded insurance coverage through the Affordable Care Act, and recent medical advances. With an aging population and increasing demand for healthcare services, it is critical to address this issue to ensure quality patient care.

In this article, we will explore ways employers can fix the nursing shortage and retain top nursing talent. But first, we must understand why there is a staff shortage in the first place.

Understanding the Nursing Shortage

The nursing shortage is a multifaceted issue that requires a comprehensive approach to address. Some of the reasons for the staff shortage include an aging nursing workforce, a decrease in nursing program graduates, and a high rate of nurse burnout.

Early Retirement Trends in 2020–2022

One way to understand the nursing shortage is by analyzing the demographics of the nursing workforce. According to a report by NCSBN (the National Council of State Boards of Nursing), the average age of a registered nurse (RN) in the US is now only 36 years old, with fewer than 10 years of experience on average, compared to the average age of 52 years in the 2020 survey by the same group. This drastic change suggests that, during the COVID-19 pandemic, many nurses who were closer to retirement either retired early or sought less taxing professions. As a result, employers must focus on hiring and retaining top nursing talent to replace retiring nurses and meet the growing demand for healthcare services.

Nursing Shortages From Decreased Student Enrollment

Another factor that has impacted the nursing shortage recently has been the decrease in students enrolling in entry-level nursing programs. For the first time in 20 years, enrollment has decreased by 1.4%. These declines are also being seen in post-graduate programs such as master’s and Ph.D. degrees. There are a multitude of factors that may be contributing to the decreased enrollment, from tuition costs to the perception of nursing as a career.

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Nursing Burnout From the COVID-19 Pandemic

Although the WHO and CDC have declared an end to the state of emergency for the COVID-19 pandemic, the scars are still present in the form of widespread nursing burnout. Many nurses have been working long hours in high-stress environments, with little to no PPE for the majority of 2020. This has increased nurse burnout and fatigue, leading many to leave the profession altogether. Additionally, due to a lack of recognition in areas such as pay increases or bonuses, there is not much incentive for nurses to stay on the job.

The Current Nursing Shortage

With fewer students entering into entry-level nursing programs, and more feeling the effects of nursing burnout, there is a larger gap between retiring nurses and those taking their place. This gap is being filled by nurses from other countries who may not be as familiar with the American system of healthcare, or even its language. While this can be an effective system in the short term, it can create additional challenges when delivering care to patients in the long term.

In addition, due to the lack of resources and rising costs, many nurses are finding themselves dealing with an increased workload, often taking on roles outside their normal scope of practice. This not only leads to added stress for the individual, but can also cause a decrease in the quality of care being provided. This can lead to patient dissatisfaction, resulting in lower ratings and a decrease in referrals from hospitals and healthcare facilities.

The consequences of nursing burnout can also have an effect on the mental and emotional wellbeing of nurses as well. Stress, anxiety, depression, feelings of hopelessness, and decreased job satisfaction are all common symptoms experienced by nurses affected by burnout.

To combat these issues, employers must take a proactive approach to attract and retain talented nursing professionals. This nursing shortage is not likely to go away, so buckle up and get ready to learn long-term and sustainable nurse retention strategies.

Strategies for Addressing the Nursing Shortage

The healthcare hiring landscape has permanently changed in this post-pandemic world – even more so than in most industries. Healthcare organizations are experiencing a multifaceted nursing shortage that will take time to resolve.

Therefore, rather than asking how to fix the nursing shortage, it’s essential to focus on strategies to address the nursing shortage within your own organization. Change is likely to happen slowly, and there’s no one-size-fits-all approach.

Here are a few strategies that healthcare organizations can use to overcome the nursing shortage:

1. Hire and retain top nursing talent.
2. Invest in nursing education.
3. Address nursing burnout within your organization.

Nurse Retention Strategies for Top Talent

To address the nursing shortage, employers must focus on hiring and retaining top nursing talent. This can be achieved by offering competitive salaries, benefits, and career advancement opportunities. Additionally, employers can offer flexible scheduling options and provide support for continuing education.

Competitive salaries are essential to attract and retain top nursing talent. According to the Bureau of Labor Statistics (BLS), the median annual wage for registered nurses was $77,600 in May 2021. However, when trying to hire a nurse, employers can offer higher wages to attract experienced and skilled nurses. Additionally, benefits such as health insurance, retirement plans, and paid time off can make a significant difference in employee satisfaction and nurse retention.

Career advancement opportunities are also crucial to hiring a nurse. Nurses want to feel like they are progressing in their careers and have opportunities to take on new challenges and responsibilities. Employers can provide opportunities for professional development, such as leadership training, mentorship programs, and specialized certifications.

Flexible scheduling options are becoming increasingly important for nurses. Many nurses have family obligations or other responsibilities outside of work that require flexibility in their schedules. Employers can offer options such as part-time work, job sharing, or remote work to hire a nurse who is going to be highly skilled and around for the long term.

Nursing Education

To address the shortage of nursing education programs, employers can invest in nursing education initiatives. This can include sponsoring nursing scholarships, partnering with nursing schools, and offering tuition reimbursement programs for nursing students.

Sponsoring nursing scholarships is an excellent way for employers to attract and retain nursing talent. By offering scholarships, employers can help alleviate the financial burden of nursing education and attract students who might not have considered nursing as a career path otherwise. Scholarship qualifications could include a family member currently working within the healthcare organization, a connection to the local community, or a commitment to remain employed with the company for at least one year.

Partnering with nursing schools is another way for employers to invest in nursing education. Employers can collaborate with nursing schools to provide internships, job shadowing opportunities, and mentorship programs. This can help students gain practical experience and prepare them for a career in nursing. It also puts you first on their list of companies to work for when they graduate.

Tuition reimbursement programs are also beneficial for nursing students. By offering tuition reimbursement, employers can help alleviate the financial burden of nursing education and attract students who might not have considered nursing as a career path otherwise.

How to Address Nurse Burnout

No healthcare organization intends to promote nurse burnout. However, nurse burnout is a significant contributor to the nursing shortage and should therefore be proactively addressed. To combat this issue, employers can implement strategies to reduce nurse workload and promote work-life balance. This can include offering mental health resources, providing support for self-care, and ensuring adequate staffing levels.

Mental health resources are essential for nurses who may be dealing with stress, anxiety, or other issues. Employers can offer resources such as counseling services, employee assistance programs, and stress-management training.

Self-care is also important for nurses to combat burnout. Employers can offer support for self-care, such as yoga and meditation classes, gym memberships, and healthy food options. Additionally, employers can provide opportunities for nurses to take breaks and recharge during their shifts. This might include investing in break nurses who enjoy a flexible or alternative schedule in order to allow other nurses a break during the day.

Ensuring adequate staffing levels is crucial for reducing nurse workload and preventing burnout. Employers can monitor staffing levels and adjust them as needed to ensure that nurses are not overworked or overstressed. Additionally, employers can provide incentives for nurses who work overtime or take on additional shifts or patients on a given day.

The nursing shortage is a significant challenge for healthcare employers. However, by taking a proactive approach and implementing strategies to attract and retain top nursing talent, invest in nursing education, and address nurse burnout, employers can combat this ongoing issue. By prioritizing the needs of nursing professionals, employers can ensure quality patient care and establish themselves as leaders in the healthcare industry.

If you are looking for more healthcare employee retention and healthcare hiring tips, check out the iHire Resource Center.