The global pandemic has strained health care delivery systems and the workforce running them. Amid this landscape, nurse burnout has reached an all-time high. Although the nursing shortage was already at crisis levels before the pandemic, COVID-19 exacerbated the emotional exhaustion nurses faced, contributing to what is now dubbed the “Great Resignation.” According to the 2022 NSI National Health Care Retention and RN Staffing Report, the registered nurse (RN) turnover rate increased by 8.4, to an average of 27.1 in 2021, outpacing hospital turnover at 25.9 for the first time since the survey was conducted. Moreover, a study of over 5000 nurses found that at least 11 of nurses intended to leave the profession at the height of the pandemic, and another 20 were undecided. With such a significant decline in nursing supply, it is clear the nursing shortage cannot be resolved overnight. However, nurse leaders can start addressing turnover by fostering healthy work environments and nurse well-being. Healthy work environments share several important characteristics, defined by the American Association of Critical-Care Nurses (AACN) as skilled communication, true collaboration, effective decision-making, appropriate staffing, authentic leadership, and meaningful recognition. Organizations that demonstrate these attributes experience greater employee engagement and lower turnover. By implementing authentic leadership, nurse leaders have the greatest impact on healthy work environments. Authentic nurse leaders create supportive work environments that decrease staff turnover, promote emotional well-being, and have been associated with better nurse satisfaction and patient outcomes. But what is authentic leadership, and how can nurse leaders embed this style into their practice? This column aims to define authentic nurse leadership and provide practical tips for implementing this leadership style.
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