7 changes to help bring nurses back
The COVID-19 pandemic took a severe toll on our healthcare system, particularly on the nursing workforce. A particularly troubling aspect of this trend is the departure of younger nurses. Many of those leaving the profession were under 35 and employed in hospitals. This loss of early-career professionals threatens the future stability of the nursing workforce and requires targeted strategies to bring them back.
Why did they leave?
Stress and burnout from heavy workloads
Insufficient staffing and unsafe patient ratios
Workplace safety concerns and violence
Mental health impacts like depression, anxiety, and PTSD
Difficult workplace cultures
What changes could help entice these nurses back to the profession — and the bedside?
1. Flexible scheduling: Offer more control over shifts and hours worked. This is particularly important for younger nurses who may be balancing family responsibilities or further education. Allow breaks between assignments or sabbaticals. This can help prevent burnout and allow nurses to pursue personal interests or family time.
2. Returnship programs: Develop structured programs to help nurses who have left the profession transition back into clinical roles. These programs can include refresher courses, mentorship, and gradual reintegration into full-time work. (Next week’s blog will explore this topic in more detail!)
3. Diversified roles: Enable nurses to blend bedside work with other professional pursuits, such as research, education, or leadership roles. This can provide career growth opportunities without leaving patient care entirely.
4. Competitive compensation: Reevaluate pay and benefits packages, ensuring they are attractive to early-career professionals who may be dealing with student loans or starting families.
5. Tech-forward environment: Invest in modern healthcare technologies and digital tools. Younger nurses often expect and thrive in tech-savvy workplaces.
6. Mental health support: Destigmatize and facilitate access to mental health resources, recognizing the unique stressors nurses face early in their careers.
7. Safe staffing ratios: Address concerns about patient loads and staffing levels to ensure a sustainable and safe work environment.
The future of healthcare depends on our ability to support and value our nursing workforce, particularly the next generation of caregivers. It’s time to act and create positive change in our healthcare systems that resonates with the needs and aspirations of young nursing professionals.