Stress, burnout and frustration in the workplace have resulted in workforce trends such as "quiet quitting" and "rage applying," and hospitals are taking aim at the issues that give rise to these movements.
"We believe that the quiet quitting, rage applying and other dynamics impacting nurses' overall well-being stem from stress, burnout and nurses not feeling as if they are being heard regarding the concerning issues they continue to face in the workplace," American Nurses Association President Jennifer Mensik Kennedy, PhD, RN, told Becker's. "Unhealthy work environments can lead to increased sick calls, absenteeism, presenteeism and, ultimately, turnover."
Nurse turnover and burnout have been on the rise since the beginning of the pandemic, and hospitals are grappling with the best way to reduce frustrations and keep nurses at their facilities.
"Healthcare is undergoing a lot of change right now. If that is not managed well, employees can become frustrated and disengaged. It's a delicate balance," Julie Staub, executive vice president and chief human resources officer at Miami-based Jackson Health System, told Becker's.
It's difficult to quantify how many hospitals nationwide may be experiencing trends such as quiet quitting among their nursing workforces. Nonetheless, many are working to reduce the possibility of their staff members turning to those practices.
Jackson Health System has focused on retention initiatives and stabilized its turnover rates close to pre-pandemic numbers. Its secrets: providing a more flexible working environment, meeting workers where they are and catering to their needs.
Cincinnati-based Bon Secours Mercy Health has made it easier for clinicians to find roles within the system that allow them to grow and develop their careers.
"While quiet quitting hasn't been a widespread challenge for us, we are still focused on delivering a distinctive associate value proposition and experience for our associates through high impact benefits and programs, including work-life benefits, free tuition, eight weeks' paid parental leave and other well-being and recognition programs," Allan Calonge, the system's chief people officer of core operations, told Becker's.