When Experienced Nurses Quit - Emerging Nurse Leader

By Rose O. Sherman, Ed.D, RN, NEA-BC, FAAN

There is a new phenomenon occurring in the nursing workforce. Experienced nurses (sometimes long-term employees) are quitting their positions. An ICU director related the following story that I have heard versions of from many leaders in the last six weeks:

Natalie came in and sat down in my office. She has been a member of our staff for six years and has worked through all three COVID surges. I can’t do this anymore, she told me. It is not you, and it is not the hospital. I need a change. There is nothing you can do to change my mind. I must go.

This leader said she felt blindsided and wondered if she had missed the warning signs that led to this decision. In an insightful article on this topic for the Atlantic Monthly, Derek Thompson discussed this phenomenon occurring across the United States in both service and professional jobs – 40% of employees he observed are seriously considering leaving their jobs. He noted, “Quitting is a way of commemorating the fragility of existential tragedy in the face of cosmic dread. In short: YOLO.”

Historically, when a nurse worked for an organization for five years or more, they were considered a lower risk for turnover. But COVID-19 has been a game-changer. Nurses are reconsidering everything in their lives, including their jobs. The takeaway for managers is that it is important to reach out now to your high-value, experienced staff, many of whom are experiencing burnout and possibly even PTSD. Some good questions to ask include the following:

What is the real challenge for you after this COVID experience?
As an outcome of this experience, do you have new or different priorities today than you did before?
Where would you like to go from here in your life?
When is the last time you thought about leaving us, and what prompted it?
What can I do as a leader to make your job better and support you in the next six months?

You won’t know the answers to these questions unless you ask. It is also important to let staff know that if they are unhappy about something in their work and are thinking of leaving – please see you. And then – make it very safe to do that. Staff often feel guilty or worry about talking to a leader that they deeply respect about leaving.

This is a challenging time to retain staff. Some experienced nurses may quit rather than seek help for their stress, depression, and anxiety. So be proactive in your approach.

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