Certified nursing assistants are a crucial part of the healthcare workforce. They play an integral role in the patient experience by ensuring that patients’ basic needs are taken care of. In the midst of the ongoing nursing shortage, they also provide vital support to registered nurses so RNs can continue to do their jobs efficiently and accurately.
In 2023, there were almost 1.5 million CNAs in the United States, and like many positions in healthcare, growth is predicted over the next 10 years. According to the U.S. Bureau of Labor Statistics, “Overall employment of nursing assistants and orderlies is projected to grow 4 percent from 2023 to 2033, about as fast as the average for all occupations. About 216,200 openings for nursing assistants and orderlies are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.”
CNA Turnover Rates
As the need for CNAs grows, so do the high turnover rates that CNAs are experiencing compared to other healthcare workers. The 2024 NSI National Health Care Retention & RN Staffing Report by NSI Nursing Solutions, Inc. shared that CNA turnover in hospitals reached 41.8%–a large jump from the 2022 CNA turnover rate of 33.7%.
With such a high turnover rate, creating a plan for how to retain CNAs is crucial in combatting these shortages and keeping up with the growing demand. CNA retention also correlates to registered nurse retention. When CNAs are short, RNs have to take on those extra duties, which can increase the likelihood of burnout, and eventually, turnover.
Why CNAs Are Leaving
High CNA turnover rates can be attributed to several factors, which continue to create less-than-optimal working conditions, leading to increased levels of burnout and churn.
- Staffing Shortages and burnout: According to a 2022 survey from the National Association of Health Care Assistants (NAHCA), “The CNA staffing shortage is the most pressing challenge for CNAs right now, according to more than half of the respondents.” These staffing shortages contribute to other problems, like burnout, which is the second leading challenge CNAs are facing. High CNA-to-patient ratios leave CNAs feeling overworked, unsupported, and unable to provide the optimal level of care for each patient. While staffing ratios vary based on state, the NAHCA survey found that “35 percent [of CNAs] who worked either first, second, or third shift care for between 15 to 20 patients/residents.” While these ratios can be manageable for a slower night shift, these ratios are challenging for one CNA to maintain in the midst of a busy day shift, which can lead to negative patient outcomes, burnout, and higher rates of churn.
- Low pay: As inflation rises and prices increase, CNAs are looking for higher wages to keep up with the rising cost of living. According to the NAHCA survey, ‘Poor wages and benefits were cited as the primary reasons why CNAs have left, or are considering leaving, their jobs.” In 2023, the average annual salary for a CNA was $38,200. In a 2023 survey of former and current CNAs, “Half of the participants discussed pay and incentives for CNAs. Throughout the focus groups, the CNAs consistently described that the pay for their job was too low considering their responsibilities and workload.” With more CNAs leaving because of pay, more are turning to per diem work to find increased hourly rates.
- Lack of flexibility: Most healthcare workers, including CNAs, are looking for flexibility in their schedule so they have more control over the hours they work. When health professionals are able to find a good work-life balance, they’re able to find more passion for their careers, leading to positive patient outcomes and staff who stay for longer.
Addressing CNA Retention
As facilities consider what CNAs seek in a career, they can adopt strategies to better support them. One way facilities can help retain CNAs is using per diem staff to bridge gaps and reduce patient loads. While staffing agencies are an expensive option for finding per diem staff, staffing solutions like Medely offer more flexible, cost-effective options for maintaining the right balance of per diem and full-time staff.
Medely is a staffing solution that offers facilities complete control over their extended workforce. Our Talent Marketplace has over 300,000 nurses and health professionals nationwide, ready to pick up shifts at a moment’s notice. If a facility is experiencing high patient loads and CNAs are starting to feel overwhelmed or care is falling behind, facilities can post a shift immediately on Medely, which will then be sent out to our pre-vetted CNAs in the area on the Medely platform. With no minimum posting requirements or hidden fees, Medely offers the most cost-effective, efficient solution to addressing staffing concerns head on.
Stay Tuned for Part 2 of our series on Addressing High CNA Turnover Rates
Find CNAs with Medely
Addressing important issues like high nurse-to-patient ratios, low pay, and more flexibility can help retain full-time CNAs, building a happier workforce more dedicated to providing quality patient care. With Medely, the shortage of CNAs no longer has to come in between providing the best quality patient care. We provide the best option for filling shifts and managing your workforce to save costs and provide the best patient experience. To start your free profile, check out Medely today!
