The nursing attrition rate in the United States is between 18-20%; however, a 2023 survey by IntelCare found that 75% experienced burnout. Attrition and burnout correlate. Some nurses leave their positions within six months to a year, while others leave the profession entirely. According to NSI Nursing Solutions, roughly 24% of nurses left their first position within a year and 34% separated from the profession. Roughly ten years prior, Konner et al. 2014 only noted 18% of new nurses left their first position within a year. By 2025, 20-25% of the nation’s population will consist of older adults. Who will care for them? Why are nurses leaving the field? There are a multitude of factors across the literature that contribute including poor orientation and working conditions, lack of support and opportunities, incivility, compensation, lack of communication, and high stress influencing sleep and personal lives. Let’s consider active strategies. There are thousands of articles published in the literature on burnout, compassion fatigue, and attrition-many of which were a result of the Coronavirus pandemic. In addition to reading the literature, there needs to be action and translation to practice. Some solutions to improve attrition include flexible staffing plans and schedules, mentoring, strong orientation programs, management training, relationship-based culture, career mapping, resiliency training, debriefing and support sessions for staff, interdisciplinary activities, zero tolerance for incivility, and fair compensation.
