A Mass Exodus Threatens America’s Healthcare System as Burnout Reaches Critical Levels

Over half of America’s healthcare workers are planning their escape routes. According to a landmark Harris Poll survey, 55% of healthcare workers admit they will look for job openings, interview for, or switch to a new role by 2026. This exodus comes at a time when America faces a projected shortage of nearly 700,000 physicians, registered nurses, and licensed practical nurses by 2037, according to the Health Resources and Services Administration (HRSA).

The numbers paint a stark picture of an industry in crisis, where those we depend on most are ready to walk away.

The Data Behind the Departure

Key Survey Findings from Harris Poll Research

The Harris Poll survey, conducted between June 26 and July 21, 2025, surveyed 1,504 frontline healthcare employees and 304 employers. The results reveal troubling workplace dynamics:

• 84% of healthcare workers feel underappreciated by their current employer
• Only 20% believe their employer invests in their long-term career success
• Less than one-third feel very valued by their workplace
• 63% would be more likely to stay if tuition assistance were provided

The Generational Divide

Younger healthcare workers show the strongest intent to leave. Gen Z and Millennial employees are most likely to report looking for new roles. Significantly, 61% of Gen Z employees cite education benefits as a reason they stay with their current employer—far above average.

Employers report that younger, early-career employees and nursing assistants are the hardest roles to retain, with 43% and 42% respectively identified as challenging positions to fill.

National Nursing Workforce in Decline

The 2024 National Nursing Workforce Study reveals that more than 138,000 nurses left the workforce since 2022. Even more concerning, almost 40% of nurses intend to leave by 2029, reinforcing concerns about ongoing labor shortages.

According to the study, 41% of nurses indicate they intend to leave their jobs within two years, while emergency physicians experience some of the highest burnout rates at 57%.

Understanding the Motivation: Why Healthcare Workers Want Out

Burnout as the Primary Driver

Healthcare worker burnout has reached epidemic proportions. Research from the National Institutes of Health shows that burnout prevalence ranges from 27.7% in support staff to 36.5% in nurses.

Dr. Jennifer Musil, Global President of Research at The Harris Poll, describes the situation bluntly: “This research paints an alarming picture of a workforce at a crossroads experiencing high burnout, accelerating turnover, and intensifying demands.”

Top Contributing Factors to Job Departure

Analysis of recent healthcare workforce research identifies the leading factors driving healthcare workers from their jobs:

1. Planned retirement (39%)
2. Burnout (26%)
3. Insufficient staffing (21%)
4. Family responsibilities
5. Workplace violence concerns
6. Inadequate compensation

The Moral Injury Crisis

Beyond traditional burnout, healthcare workers increasingly experience “moral injury“—psychological distress from being unable to provide the care they believe patients deserve due to systemic constraints.

Studies show that 20-50% of healthcare workers report exposure to potentially morally injurious events, with about half developing significant levels of distress that erode psychiatric, psychosocial, and occupational health.

Geographic and Specialty Disparities

Rural Healthcare Faces Steeper Challenges

The crisis hits rural America hardest. The HRSA projections show that 66% of rural or partially rural counties are Health Professional Shortage Areas.

By 2037, rural areas will face:

• 60% physician shortage compared to 10% in metro areas
• 13% registered nurse shortage versus 5% in metro areas
• 46% dentist shortage in non-metro areas

AI Anxiety Adds New Pressure

The survey reveals that 43% of healthcare workers identify AI as the top clinical/technical skill they’ll need in the next five years. However, 42% worry AI will replace aspects of their jobs, creating additional workplace stress.

While 92% of employers identify AI skills training as a priority, 60% report difficulty finding resources to provide this training.

The Economic Impact: A $175 Billion Problem

The healthcare workforce crisis carries massive economic consequences. Research indicates that high turnover rates contribute to:

• Increased medical errors and patient safety risks
• Extended wait times for patient care
• Higher operational costs from temporary staffing
• Reduced patient satisfaction scores
• Decreased quality of care outcomes

The American Hospital Association estimates that hospital labor expenses have increased by double-digit percentages as facilities compete for scarce workers through higher wages and expensive temporary staffing.

Solutions That Could Stem the Tide

Education and Professional Development

The Harris Poll findings suggest clear retention strategies. 63% of healthcare employees agree they’d be more likely to stay if tuition support were provided. This represents the most promising intervention for employers.

Adele Webb, Executive Dean of Healthcare Initiatives at Strategic Education, emphasizes: “Investment in the advancement of employees is central to ensuring that the healthcare workforce feels appreciated and valued, while also prepared to meet new challenges, including AI.”

Workplace Environment Improvements

Research identifies key environmental factors that reduce burnout:

• Enhanced social support from leadership
• Recognition programs for employee contributions
• Flexible scheduling options (52% of workers want this)
• Increased wages (51% priority)
• Alignment of personal and organizational values (37% priority)

Systemic Healthcare Reforms

Experts recommend focusing on system-level changes rather than individual resilience training:

• Reduced administrative burden on clinical staff
• Improved staffing ratios to manageable levels
• Better electronic health record functionality
• Enhanced workplace safety measures
• Leadership development programs focused on staff support

Verified Data Points for Fact-Checking

The following statistics can be independently verified through the cited sources:

• 55% of healthcare workers plan to change jobs by 2026 (Harris Poll)
• 700,000 physician and nurse shortage projected by 2037 (HRSA)
• 84% feel underappreciated by employers (Chain Drug Review)
• 138,000+ nurses left workforce since 2022 (NCSBN)
• 40% of nurses plan to leave by 2029 (NCSBN)
• 66% of rural counties are Health Professional Shortage Areas (HRSA)

A Call to Action: The Time for Change is Now

America stands at a crossroads. We can continue on the current path toward healthcare system collapse, or we can act decisively to address the root causes driving away our most essential workers.

The solutions exist—from education support to workplace improvements to systemic reforms. What’s missing is the political will and organizational commitment to implement them at scale.

Healthcare leaders, policymakers, and citizens must recognize that investing in healthcare workers isn’t just good business—it’s essential for the survival of American healthcare. The workers who kept us alive during the pandemic deserve better than empty applause. They deserve systemic change that values their expertise, supports their well-being, and ensures they can provide the care Americans need.

The question isn’t whether we can afford to make these changes. It’s whether we can afford not to.