Yes, the nurse staffing crisis is real. No, it isn’t going anywhere for the time being.
It’s really no secret: Healthcare systems are exhausted, and the nurses that keep them running are, too. In fact, according to the National Center for Health Workforce Analysis, there will be a shortage of 63,720 full-time equivalent registered nurses (RNs) in 2030. Luckily, there are blue skies beyond the horizon for overworked nurses, HR staff, and, of course, facilities that need solutions to the nurse staffing crisis.
These blue skies (solutions) are already clearing out clouds and headaches across facilities throughout the United States. One of the most prominent solutions is a per diem nursing strategy that helps connect facilities to local and qualified clinicians immediately.
Below are five smart, human-centered, and incredibly scalable ways that healthcare facilities are tackling the nursing crisis head-on—it’s time to listen up.
1. Fill shifts twice as fast with per diem staffing
Per diem staffing is not a new model for staffing, but it’s gaining more popularity every day for helping facilities and their HR managers fill shifts quickly. When it comes to scheduling, apps like Nursa allow nursing schedulers from facilities to register for an account, easily post shifts, and find talented nurses in real time.
What are some of the benefits of a per diem model, you ask? Well, here are just a few:
- Eliminate the need to pay full-time salaries and benefits, saving your facility money.
- Quickly fill staffing gaps with as many extra nurses as you need to accommodate fluctuating staffing levels.
- Benefit from mutual appreciation: Your facility gets the coverage it needs, and a qualified nurse can build a more balanced work schedule.
Per diem staffing was once used more as a last-minute solution to find staff, but it is no longer a fallback option. Today, facilities across the United States are using per diem nurses to make sure they have permanent coverage.
The results? Facilities receive consistent patient coverage, and nurses are happier because of the flexibility per diem staffing affords them (a win-win).
2. Leverage technology
Technology has its place in healthcare, especially when it comes to making a nurse’s job easier. These days, there are literally hundreds of new technological innovations that help ease a nurse’s workload.
Here are a few technologies that are popping up in facilities across the country, alleviating the pressure of tedious manual nursing tasks:
- Wearable technology
- Electronic health records
- Smart beds
- Automated IV pumps
A study titled “The role of artificial intelligence in enhancing nurses’ work-life balance” showed that AI technology in a healthcare environment can “greatly lessen administrative tasks, improve clinical decision-making, and support remote patient monitoring.”
Other exciting technological advances include robot-assisted surgery, and super-smart chatbots are also integrating into progressive facilities. For others, implementing one or two “softer” technologies that still require a good amount of human management is a good starting point.
3. Take care of senior citizens by being adequately staffed
People over 65 make up a significant part of the population. An aging population is one of the leading factors in the nursing crisis. As the population ages, the baby boomer generation requires more health services.
Furthermore, Medicare, which is a federal health insurance program for people age 65 or older, will not provide reimbursement for certain hospital sectors if understaffing has compromised patient care and safety.
The solution? Take care of your senior patients and your budget by giving top-level care and making sure your facility is adequately staffed at all times with a flexible staffing platform.
4. Encourage a mentor and peer-support program
Nurses who are recently entering the field or switching over from another facility will benefit from a mentor or peer-support program. These programs are designed to help nurses become acclimated to a hospital’s procedures, protocols, and workflow. It is a facility’s duty to make sure that all new nurses entering their premises are equipped and skilled enough to care for their designated patients.
A 2025 study titled “The Impact of the Evidence‐Based Practice Mentor on Nurses: A Scoping Review” indicated that “Mentors help reduce the risk of errors and job stress. It has also been shown to reduce the risks of clinical variability and turnover of healthcare staff.”
5. Foster a positive workplace
The phrase “Always be sure to foster a positive workplace” is probably imprinted in the minds of HR managers everywhere. After all, a happy team—in particular, a happy workforce of nurses—will lead to better productivity and job satisfaction; it’s all in the research.
However, what does it mean to foster a positive workplace among nurses? Today, it’s about giving them more autonomy and flexibility, more so than recognition. In other words, nurses know they are working hard.
Offering team-building activities and recognizing nurses on an honor wall in your facility are all good practices for fostering a positive workplace. At the end of the day, however, nurses want to be heard.
Here are some ways that HR and nurse managers should focus on building a positive workplace environment for their nursing staff:
- Good management: Choose leaders in the system who are empathetic, communicative, and open to listening to nurses’ concerns. Good management is often preferred over a higher salary.
- Flexibility: Let nurses have more autonomy with their schedules, letting them choose the shifts they prefer to work. Consider contracting per diem nurses to cover staffing gaps, allowing your full-time, regular nurses the time off they need.
- Customized tasks: Strive to align nurses’ responsibilities with their previous experience, interests, and future goals. Some nurses may be well-suited for mentoring recruits, others can participate in shared governance councils, and so on.
Fostering an optimal workplace isn’t just about handing out nursing gift bags or appreciating nurses only when they do something extraordinary. Cultivating a positive environment for nurses is more about good management, flexibility, and respect for nurses’ preferences.
The overall verdict: Nurses deserve a better deal
Nurses deserve a better deal in the workplace today. Providing a flexible work schedule, adding smarter technologies, and encouraging mentor-support programs are a few solid steps in the right direction.
