Healthcare Workforce Set to Face High Resignation Rates Within 2 Years

According to a new study published in Mayo Clinic Proceedings, one in five physicians intend to leave their practice in the next two years because of employee burnout, increased workload, fear of infection, and stress associated with COVID-19. The findings indicate increased pressure on an already strained healthcare workforce.

Researchers surveyed 20,665 healthcare workers at 124 institutions between July 1, 2020, and December 31, 2020.

The researchers examined worker intentions to reduce hours or resign from their position and their fear of viral exposure or transmission, anxiety or depression related to COVID-19, work overload, and burnout.

The survey results showed that the intention to reduce hours within 12 months was highest among nursing staff, physicians, and advanced practice providers (APP). The rates were lowest among clerical staff (13.6 percent) and administrators (6.8 percent).

Intention to leave one’s practice within 24 months was highest among nurses and physicians. Two in five nurses said they intend to resign.

Serval factors increased workers’ intentions to reduce work hours, such as fear of exposure, high reported rates of anxiety, burnout, and workloads.  Physicians, APPs, and nurses who had more than 20 years in their practice were also more likely to reduce work hours in the next 12 months or resign. Yet COVID-19 load was not associated with workers’ intent to reduce work hours or leave their practice.

“While we anticipated that the stress of the pandemic would impact the people providing care, the extent of stress and the percentage of workers considering leaving is worrisome,” the study’s lead author Christine A. Sinsky, MD, the AMA’s vice president of professional satisfaction, said in a public statement.

“Our study demonstrates that the U.S. healthcare workforce is in peril. If even one-third to one-half of nurses and physicians carry out their expressed intentions to cut back or leave, we won’t have enough staff to meet the needs of patients.”

Researchers noted that employee turnover and reduced clinical hours resulting from physician burnout cost nearly $4.6 billion annually.

Nurses with symptoms of burnout were linked to nonappearance and low-quality work performance. Additionally, the replacement of a nurse can cost up to 1.2 to 1.3 times their annual salary.

Decreasing the amount of employee burnout and enhancing an employee’s sense of feeling can lower intentions to reduce hours or quit.

“To maintain access for patients and to prevent the remaining clinicians from being overwhelmed, we need to stem the loss of healthcare workers,” Sinsky said.