You needn’t look very far to hear stories about nursing shortages. Where once staffing issues were a problem reserved for rural hospitals or other isolated areas, now they are experienced almost nationwide. It is a pervasive issue that has been before the public eye since the pandemic.

In truth, this problem began even longer ago than that. In this article, we will take a look at why there are nursing shortages all across the country, and what areas are experiencing the highest demand. We will also look at several potential solutions that could positively influence the problem.

Why Are There Nursing Shortages?

It is very easy to blame Covid for all of our shortage problems. Certainly, it resulted in a max exodus for many areas of employment. And if you want to blame something for inflation, the pandemic is certainly a great place to start. Same with the housing crisis. Same with many of the issues in the last four years. Has anyone else noticed that restaurants have never quite been the same since the pandemic?

Here’s the thing: the nursing shortage has been in the making for much longer. Experts have been warning about this for more than 10 years. Why? They noticed that many people were retiring from the nursing profession and not enough were coming to take their place.

There are certainly other factors involved. Nursing has a ridiculously high turnover rate. In fact, more than half of all nurses leave the profession after five years.

Naturally, these problems combined to create a major issue. When lots of people leave a job and not very many take their place shortages will result.

Covid certainly exacerbated the problem. Nurses were on the front lines the entire time. They were placed in direct contact with the virus during a time in which no one understood how dangerous it was. So yes—the pandemic put stress on the shortage but it did not cause it.

This distinction is important because the pandemic is essentially over now. If we are going to actively work on fixing the nursing shortage we need to directly address the problems that nurses face every day. And what are those problems? Let’s take a look.

Nurses Work Difficult Shifts

Nurses work inhospitable hours. Twelve-hour shifts that can take place at night, on weekends, or on holidays are necessary. Hospitals are open around the clock and they need qualified staff to be on call at a moment’s notice.

That said there are aspects of nursing scheduling policies that are functionally practical, but not strictly necessary. For example, why are nurses scheduled for 12 hours at a time?

It certainly isn’t medically necessary, but it is easier from a scheduling standpoint. Think about it this way: Hospitals have a hard enough time filling two shifts a day. Wouldn’t it be harder yet to staff three eight-hour shifts?

It very well might be, but shorter shifts that give nurses a better work/life balance may also improve employee retention. This, in turn, will make it easier to staff any shift that is needed. Some hospitals are already experimenting the scheduling policies that make the work more accessible to people who are interested in healthcare careers but also wish to retain some semblance of work-life balance.

Keep in mind that not all nursing jobs have difficult hours. There are many careers that require normal 9 to 5 shifts. In fact, some have very favorable hours, indeed. For example, school nurses have summers off. Nurse practitioners have the option to open up their own practice, effectively establishing their own hours.

Many other jobs allow nurses to work hours that better align with the schedules of their friends and families. There are many ways to work as a healthcare worker. Nurses willing to stick with it can easily find a niche that works for them.

The Job is Extremely Hard

Of course, every aspiring nurse knows this. They understand that they will deal with people during difficult times. They will see sick people. They will deal with death. They will experience personal grief and the grief of others. But they can’t understand–until they’ve witnessed it firsthand– how these experiences will impact them.

Some nurses can process it professionally. They feel sorrow at the fact of other people suffering, but they also know that they are making a difference. They can continue doing their work knowing that suffering is lessened by what they do.

Not everyone is wired that way. Some feel overwhelmed by the emotional toll that the work takes on them. Neonatal nurses, for example, work in a setting where babies often die. That’s a hard thing to live with.

Some nurses experience what is called compassion fatigue. They simply don’t feel as emotionally invested in the patient outcomes as they once did.

Other nurses feel completely overwhelmed by the responsibilities of their job. In either case, it becomes very difficult to continue doing the work. Hospitals are helping negate this problem by offering counseling services. However, for some people, nothing is enough to negate the emotional challenges inherent to the nursing profession.

Are There Any Sustainable Solutions?

While hospitals work on ways to make nursing more appealing to people who are already in the profession, universities can play their part by attracting ideal candidates. Recruitment should begin early, at the high school level.

Counselors can work closely with recruitment officers to help bring in students with a natural aptitude for nursing work. Guidance counselors can also recommend students from diverse backgrounds to help reduce disparities among racial minorities in the healthcare setting. Not only will this bring new opportunities to communities that have historically lacked them, but it will improve outcomes for minority patients.

Conclusion

A certain level of turnover is natural to the nursing profession. It is very difficult work, and inevitably, it will not be suitable for everyone who gives it a try. That said hospitals can do more to work with nurses who are struggling with the responsibilities of their job

Similarly, universities can make a better effort to recruit suitable candidates to participate in and complete the nursing programs. These efforts will result in sustainable numbers of healthcare employment.

With a Bachelor’s in Health Science along with an MBA, Sarah Daren has a wealth of knowledge within both the health and business sectors. Her expertise in scaling and identifying ways tech can improve the lives of others has led Sarah to be a consultant for a number of startup businesses, most prominently in the wellness industry, wearable technology and health education. She implements her health knowledge into every aspect of her life with a focus on making America a healthier and safer place for future generations to come.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.