Daily Nurse
JANUARY 15, 2024
They found that 1/3 of surveyed physicians and nurses planned to reduce work hours within a year, and approximately 40% of nurses planned to leave their current jobs within two years [3]. Stress, burnout, and heavy workload. Nurses who are leaving the bedside aren’t retirement age.
Empowered Nurses
JANUARY 19, 2023
Mount Sinai nurses are back to work with safe staffing ratios for all inpatient units “with firm enforcement so that there will always be enough nurses at the bedside to provide safe patient care, not just on paper.” This result in New York is a great start because change usually occurs on the coasts first.
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The Gypsy Nurse
FEBRUARY 22, 2023
The COVID-19 pandemic shined a bright light on the ongoing shortage — a shortage due in part to nurses retiring, a lack of nurse educators, and an aging patient population living longer with chronic medical conditions. The shortages have led to nurse burnout, which has played a role in decreasing retention levels.
Amercan Journal of Nursing
MAY 11, 2023
A recent survey found that job satisfaction has been dropping for nurses, while the percentage who say they may leave the profession is as high as 30% overall, with younger nurses those likely to say they may leave. Nurse educators do our best, but we know that we are sending new graduates into the fire.
Daily Nurse
SEPTEMBER 12, 2023
Anne Dabrow Woods has incredible insight into nursing as a practicing critical care nurse practitioner and nursing educator with over 39 years of experience and counting. How long have you been in nursing, and what are some of your roles during that time? You can talk about it because you’re living it.
American Nurse
FEBRUARY 2, 2024
Several who planned to retire have stayed on and continue to play an instrumental role in educating new practitioners. Nursing professional development standards. 15+ nursing burnout statistics [2023]: The shocking truth about nursing. StatPearls. September 20, 2022. February 24, 2023.
Relias
MAY 24, 2023
Continually reevaluate safe patient-to-nurse ratios. Develop strategies to fight nurse burnout and turnover. Improve nurse onboarding to assess and improve nurse retention and competence. ” Matthews also discussed the importance of the clinical nurse educator as part of the leadership team.
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