The healthcare industry continues to face one of its most significant challenges: finding and keeping qualified nursing staff. According to the 2025 NSI National Health Care Retention Report, the average hospital RN turnover rate was approximately 16.4% in 2024, with recruiting and retention topping the list of concerns for healthcare administrators.
The numbers tell the story. Since 2022, over 138,000 nurses have left the workforce, and nearly 40% of nurses surveyed plan to leave the profession by 2029. The Health Resources and Services Administration (HRSA) projects a shortage of 78,610 full-time RNs in the U.S. by 2025, though the registered nurse workforce is projected to reach 4.56 million by 2035.
What's driving this shortage? Multiple factors converge: an aging nurse population approaching retirement, increased patient acuity, pandemic-related burnout, and competition from other industries offering better work-life balance. Many nurses who left during the pandemic found opportunities in other sectors with more predictable hours and less emotional strain.
The ripple effects are substantial. With understaffed units, remaining nurses face increased workloads, higher patient ratios, and greater risk of burnout—creating a vicious cycle that accelerates departures. Patient safety concerns mount as facilities struggle to maintain adequate coverage.
For healthcare leaders navigating this landscape, the key is developing a multi-pronged strategy that addresses both immediate hiring needs and long-term retention. This includes competitive compensation packages, flexible scheduling options, clear career pathways, mental health support, and a positive workplace culture. The healthcare facilities that thrive in 2025 will be those that treat their nursing workforce as their greatest asset and invest accordingly.