The 2023 Michigan Nurses’ Study revealed improvements in working conditions for nurses compared to 2022, though issues like burnout and understaffing remain high. Nearly half of the surveyed nurses reported experiencing workplace abuse over the past year.
While a smaller percentage of nurses planned to leave their jobs compared to the previous year, a significant number still expressed intentions to exit the nursing profession entirely or retire. This trend poses challenges for healthcare systems, which rely heavily on their nursing staff to maintain operations.
In the study, 32% of nurses intended to leave their jobs, a decrease from 39% in 2022. Of these, 13% planned to leave the nursing field altogether, excluding those who were retiring. Including retirements, this number rose to 36%.
The research highlighted that younger nurses are particularly inclined to leave the profession, which is troubling given their potential to contribute to the workforce for many more years. The study underscores the need for healthcare executives and policymakers to address the underlying issues prompting these departures.
Christopher Friese, the study’s principal investigator, emphasized the importance of listening to younger nurses who are leaving the profession due to unmet workplace concerns and chronic understaffing.
He noted that the nursing profession, highly trusted by the public, is losing valuable members because of insufficient responses from healthcare leaders to their legitimate issues. This departure of younger nurses is a red flag for the future stability of the nursing workforce.
Additional findings from the study showed a decline in the percentage of nurses planning to reduce their hours or pursue travel nursing. However, reasons for leaving current positions were consistent, with workload, management, and pay and benefits being the primary factors.
Despite fewer nurses reporting exhaustion, an unfavorable work environment, workplace abuse, mandatory overtime, and understaffing, those planning to leave the profession were more likely to cite these issues. COVID-19 was not a major factor in the decision to leave.
Friese pointed out the challenges healthcare institutions face with many nurses planning to reduce their clinical hours, stressing the need for recruitment to maintain staffing levels.
He attributed the lower dissatisfaction rates in 2023 to fewer severe COVID-19 cases, better access to healthcare, and efforts by healthcare leaders to retain staff. Additionally, the reduced use of mandatory overtime was seen as a positive change. Despite enough RN licenses to fill vacancies, healthcare systems often cut nursing positions to save costs, a model that needs reform.
U-M health economist Olga Yakusheva proposed a new funding model to incentivize hospitals to fill nursing vacancies, suggesting a shift in how nursing care costs are managed could improve retention and staffing levels.
