New Survey Finds Significant Workforce Strain Among U.S. Nurses

Staffing Remains a Major Concern

Only 18% of nurses surveyed said current staffing levels were adequate.

The finding indicates that a large majority of respondents continue to work in environments where staffing does not consistently meet their expectations.

Adequate staffing is particularly important in hospital nursing because staffing levels can affect workload, scheduling, patient assignments and the amount of time nurses have available for individual patients.

To stabilize acute inpatient floors and emergency departments facing chronic personnel shortfalls, health systems increasingly rely on flexible staffing models and contracted Registered Nurses (RN) / Travel Nursing to bridge persistent shift vacancies and maintain bedside safety standards.

When staffing gaps persist, existing nurses may be required to manage larger workloads or take on additional responsibilities.

Patient Care Disruptions

The workforce pressure is also reflected in nurses' reports of its effect on patient care.

According to the survey, 85% of nurses said they had experienced staffing-related disruptions to patient care at least occasionally.

These disruptions can occur when staffing shortages make it more difficult for healthcare teams to maintain normal workflows, respond to changes in patient conditions or complete all required tasks within expected timeframes.

When staffing deficits disrupt timely clinical handoffs and medication titration, the strain cascades across the multidisciplinary care team, directly affecting rounding schedules with attending Physicians / MD-DO who rely on prompt bedside assessments and vital-sign monitoring to guide diagnostic decisions.

The survey does not suggest that every staffing disruption results in a negative patient outcome. However, the high percentage of nurses reporting such experiences indicates that staffing remains closely connected to the day-to-day delivery of care.

Workload Satisfaction

Workload is another significant concern.

Only 41% of nurses reported being satisfied with their current workload.

The result suggests that a substantial proportion of nurses are experiencing workloads they consider difficult or unsustainable.

In outpatient clinics and ambulatory health networks, frontline staff and advanced practice Nurse Practitioners (NP) face parallel administrative documentation hurdles, electronic health record alert fatigue, and expanding patient panel volumes that intensify daily operational strain.

Nursing workload is influenced by more than the number of patients assigned to an individual nurse. Documentation requirements, administrative responsibilities, patient acuity, communication with other healthcare professionals and staffing-related tasks can all affect the amount of work required during a shift.

For healthcare organizations, addressing workload therefore may require changes in both staffing levels and the way clinical work is organized.

Commitment to Nursing Remains Strong

Despite these concerns, the survey found that nurses continue to demonstrate a strong commitment to the profession itself.

Seventy-nine percent of nurses said they intend to remain in nursing.

This figure contrasts with their plans regarding their current employers.

Only 51% said they plan to remain with their current employer.

The difference between the two figures is significant because it suggests that dissatisfaction with workplace conditions does not necessarily translate into an intention to leave nursing altogether.

Instead, some nurses may be considering changing employers while continuing their careers in the nursing profession.

Many experienced clinicians seeking sustainable autonomy are actively transitioning toward modern care delivery models, including flexible Telehealth / Remote / Virtual Jobs, where virtual nursing triage, tele-monitoring, and care coordination offer relief from acute physical floor stress.

For hospitals and health systems, this distinction makes retention strategies particularly important. Losing experienced nurses to other organizations can create additional recruitment and training costs while also affecting workforce continuity.

Workforce Outlook Index

The broader Healthcare Workforce Outlook Index scored 38%.

The index incorporates different aspects of healthcare workers' views about the current workforce environment and the industry's preparedness for future needs.

Among the areas measured, future readiness received the lowest score at 29%.

The low future-readiness score suggests that healthcare professionals have concerns about whether the workforce, systems and organizations are adequately prepared for upcoming healthcare demands.

These concerns come as healthcare organizations face multiple long-term pressures, including an aging population, increasing demand for healthcare services, technological change and the need to replace retiring workers.

Retention Becomes a Central Issue

The survey's findings highlight the difference between recruitment and retention.

Hospitals can recruit new nurses to address vacancies, but retaining experienced professionals can help organizations maintain clinical expertise and reduce the disruption associated with high turnover.

The gap between the 79% of nurses who intend to remain in nursing and the 51% who intend to stay with their current employer indicates that healthcare organizations may need to focus not only on bringing nurses into the profession but also on creating working environments that encourage them to remain with the same organization.

Factors such as staffing, workload, scheduling, compensation, leadership and professional development can all influence employment decisions.

Implications for Healthcare Employers

The survey provides several areas for healthcare organizations to consider as they develop workforce strategies.

Improving staffing levels may help address workload pressures, while redesigning workflows could reduce unnecessary administrative tasks. Organizations may also need to examine how leadership and management practices affect nurses' experiences at work.

Because the survey indicates that many nurses remain committed to nursing as a career, employers have an opportunity to focus on retaining that existing workforce rather than treating every vacancy primarily as a recruitment problem.

Creating sustainable working conditions may become increasingly important as competition for experienced nurses continues.

Looking Ahead

The AMN Healthcare survey presents a workforce environment in which nurses remain committed to their profession but continue to report significant concerns about staffing and workload.

With only 18% reporting adequate staffing, 41% satisfied with workload, and 85% experiencing staffing-related disruptions to patient care, the findings point to persistent pressure on frontline nursing teams.

At the same time, the difference between nurses' intention to remain in nursing and their intention to remain with their current employers highlights the importance of retention.

For hospitals and healthcare systems, the challenge extends beyond filling open positions. Building a sustainable nursing workforce will also require attention to workload, staffing, workplace conditions and long-term workforce readiness.