Stressed Out and Burnout Nurses References Lowrie, L. (n.d.). . Retrieved June 2, 2021, from Corona Virus has done a number on reducing our nursing workforce across the world. Not only have many nurses died from the virus, but many have left their jobs with a genuine fear that they could be next. Many have quit from being stressed about not having adequate protection, but those that have stayed have gotten burned out from inadequate staffing on covid units. Emotional strain from not taking care of their own health and having to stay home to care for their own children are some other reasons there are shortages currently. Nursing schools have lower enrollment, and these same schools have had a hard time getting hospitals and other health care facilities to agree to train students as they see them as a liability. These facilities should be using these schools not only to train the students but also to help relieve the strain on nursing staff across the board. To avoid a nursing shortage, we should be looking at our student nurse shortage and focusing our efforts and creativity there. The American Association of Colleges of Nursing (AACN) has developed a fact sheet to portray what is going on in the next eight years with the shortage. They expect the problem will only get worse as baby boomers age and as more nurses retire. According to the Bureau of Labor Statistics, we will have about 3.3 million nurses by 2029 but will need 4.5 million to face this issue (American Association of Colleges of Nursing, n.d.). Some things that might help to reduce the shortage would be to reduce the workload for nurses, increasing job satisfaction, and possibly retaining them longer. This could be done with nursing students—better support for older nurses, especially seeing them as a value to train the younger ones. Increased recruitment for nursing schools, not only for more students but for more nurse educators to continue to train them—many state-wide initiatives are getting money to start programs to increase enrollment of students and train educators who will then stay in the state for a period of time. This is not an easy problem to fix but one that I think we can make great strides toward. American Association of Colleges of Nursing. (n.d.). . Bowden, V. R. (2021). Predictable Consequences — How Do We Avert a Pediatric Nurse Shortage? , (1), 5–10.

Stress and burnout among nurses have become significant issues in the healthcare industry, particularly in light of the COVID-19 pandemic. The pandemic has not only led to the death of many nurses but has also caused others to leave their jobs due to fear and lack of adequate protection. Additionally, nurses who have remained on the frontlines have experienced burnout due to the high demands and inadequate staffing on COVID units. Other contributing factors to the current nursing shortage include emotional strain from not prioritizing their own health and having to care for their children at home. Moreover, nursing schools have experienced lower enrollment, and hospitals and healthcare facilities have been reluctant to accept students for training, seeing them as liabilities rather than opportunities to alleviate the strain on nursing staff (Lowrie, n.d.).

To address the looming nursing shortage, it is crucial to focus efforts and creativity on the shortage of student nurses. The American Association of Colleges of Nursing (AACN) has developed a fact sheet projecting the shortage over the next eight years. According to their data, the problem is expected to worsen as the baby boomer generation ages and more nurses retire. By 2029, there will be approximately 3.3 million nurses, while 4.5 million will be needed to adequately address the issue (AACN, n.d.).

Various strategies can help reduce the nursing shortage. One approach is to reduce nurses’ workload and increase job satisfaction, possibly leading to longer retention rates. This can be achieved by focusing on nursing students and providing them with better support. Additionally, older nurses should be recognized as valuable resources for training the younger generation, thus increasing support for them. Another solution is to increase recruitment efforts for nursing schools, not only to attract more students but also to train more nurse educators. Many states are implementing initiatives to allocate funds for programs aimed at increasing student enrollment and training educators who will then commit to staying in the state for a specific period (Bowden, 2021).

Addressing the nursing shortage is a complex problem, but with concerted effort and innovative approaches, significant progress can be made. By prioritizing the shortage of student nurses and implementing strategies to reduce burnout and stress among nurses, the healthcare industry can effectively address the impending nursing crisis. Collaborative efforts between nursing schools and healthcare facilities are essential for training and retaining a sufficient number of nurses to meet the increasing demand in the coming years (AACN, n.d.; Bowden, 2021).

In conclusion, the COVID-19 pandemic has exacerbated the nursing shortage, with many nurses leaving their jobs due to fear and inadequate protection. The remaining nurses on the frontlines have experienced burnout and stress from the demands and insufficient staffing. To prevent the nursing shortage from worsening, attention should be directed towards increasing the number of student nurses and implementing strategies to reduce burnout and improve job satisfaction. By recognizing the value of older nurses in training the next generation and increasing recruitment efforts for nursing schools, the healthcare industry can make significant progress in alleviating the nursing shortage. Collaborative efforts and innovative approaches are crucial for addressing this complex issue effectively.