When asked about their well-being, fewer nurses reported feeling emotionally drained, used up, fatigued, burned out, or at the end of their rope in 2024 compared to 2022. However, a significant number of nurses still reported having some of these feelings at least a few days a week. 

More nurses intend to leave in the next 5 years

According to the report, approximately 40% of nurses said they plan to leave nursing within the next five years, whether due to retirement or another reason. LPNs/LVNs were slightly more likely to say that they planned to leave nursing for reasons other than retiring compared to RNs (22.7% vs 18%, respectively). 

Aside from retirement, the most common reasons nurses said they planned to leave the profession in the next five years were stress and burnout, workload, understaffing, and inadequate salary. 

What you can do to improve the future of nursing

By Anne Schmidt and Ali Knight

Nurse retention is a pressing issue, with 40% of nurses planning to leave the workforce by 2029. To address this, healthcare organizations must focus on strategies that enhance career growth, meaningful recognition, and workplace well-being — all deeply connected to mattering at work. In the Harvard Business Review article "The Power of Mattering at Work," Zach Mercurio highlights how employees who feel valued experience higher engagement, satisfaction, and commitment to their roles. For nurses, this means ensuring their expertise is acknowledged, their contributions are recognized, and their professional development is prioritized.

Mattering in nursing is reinforced through personalized appreciation and workplace autonomy. Nurses want to see their efforts actively recognized through peer appreciation programs, milestone celebrations, or leadership pathways. Tailoring these recognition efforts to individual preferences — using the five languages of appreciation — ensures nurses feel genuinely valued.

For example, words of affirmation through sincere praise and quality time through mentorship programs create a culture of genuine appreciation. Additionally, allowing greater autonomy in scheduling, patient care decisions, and leadership opportunities strengthen nurses' sense of control and purpose, reinforcing their commitment to the profession.

Beyond recognition, safety and workplace security remain critical retention factors, as highlighted in the NCSBN report. Nurses facing workplace violence, burnout, or excessive stress are more likely to disengage. Violence prevention strategies — including de-escalation training, security enhancements, and peer support — are essential.

Organizations must integrate safety initiatives with appreciation efforts, reinforcing a workplace where nurses feel secure, valued, and empowered in their roles.

The NCSBN report underscores the crucial need for healthcare organizations to prioritize nurse retention strategies. Organizations can combat burnout and workforce shortages by fostering a culture where nurses feel valued through recognition, autonomy, and career development. Investing in mattering at work isn't just about job satisfaction; it's a necessary step toward securing the future of nursing and ensuring high-quality patient care.