NURSING IN TRANSITION: Workplace Changes, Challenges and Solutions
2025 Survey of
Registered Nurses Based on 12,171 Responses
Copyright © 2025 AMN Healthcare
9 th Edition: 2009-2025
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TABLE OF CONTENTS
Introduction Executive Summary and Key Findings Methodology and Characteristics Key Findings
3 4 6 7
Nurses on Nursing: Contrasting Perspectives
7
Changing Career Choices and Workforce Volatility
14
Enhancing Working Conditions and Nurse Retention
16
Transitioning to Self-Directed Scheduling
22
Nurses and Artificial Intelligence
25
In Their Own Words Nurse Workplace Solutions Conclusion About AMN Healthcare
29 30 33 34
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INTRODUCTION
The impact of nurses on today’s healthcare system can hardly be overstated. Registered Nurses (RNs) are critical to both the access to care and the quality of care received by Americans every day. RNs represent the largest single profession within the healthcare industry, which is the nation’s largest employment sector. There are approximately 4.7 million RNs in the U.S. currently holding active licenses. Of these, approximately 4.2 million are currently employed as RNs (National Council of State Boards of Nursing. 2024 Active RN Licenses). RNs work on the front lines of care in hospitals, physician offices, home health, long-term care facilities, hospices, outpatient clinics, schools, retail clinics, community health centers and virtually every other setting in which healthcare is provided. Nursing roles vary widely from providing direct patient care and case management to establishing nurse practice standards, developing quality assurance procedures, and directing complex nursing care systems.
A Matter of Public Health Given their critical and expanding role as frontline caregivers, it is essential as a matter of public health to understand and monitor how nursing is changing, how nurses feel about their profession, their career plans, the quality of their work experience, and what factors are most likely to keep them engaged and productive. Now in its 16th year, AMN Healthcare’s Survey of Registered Nurses seeks to take the pulse of nurses nationwide, providing insights into the health and direction of this vital profession gleaned from nurses themselves. Over 12,000 nurses completed this year’s survey while over 9,200 provided additional written insights. Survey data and analysis should prove useful to better understanding the challenges nurses face, what their work plans and preferences are, and how to keep them committed to providing care that is vital to the health of all Americans.
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EXECUTIVE SUMMARY
Key Findings The 2025 Survey of Registered Nurses reflects a profession in transition.
Like many professionals post-pandemic, nurses are rethinking where, when and how they work. Only 39% of nurses surveyed this year said they will continue working as they are . The remaining 61% said they will make a change in the next 12 months, either leaving their current employer, switching departments, working part-time, working per diem, working in a virtual setting, retiring, going back to school, or taking some other step. Nurses also are adopting new work models and technologies. The majority of nurses surveyed this year - 58% - said they are extremely or moderately open to remote patient monitoring, while 53% said they are extremely or moderately open to virtual patient sitting. The survey further indicates that nurses are moving toward more varied and flexible wok scheduling, through options and tools such as self-scheduling, hybrid work, choosing their own schedules and using scheduling apps. Though many nurses are not conversant with how Artificial Intelligence is being applied to nursing operations, many see AI as having potential benefits in nurse education and work management.
Ongoing Challenges: Nurse Shortages, Turnover and Burnout
While many aspects of nursing are changing, longstanding challenges facing the profession remain, including nurse shortages, turnover and nurse burnout. The majority of nurses surveyed this year – 58% – said they feel burned out most days . The survey indicates that nurses rate work/life balance as the most effective means of addressing workplace burnout, followed by schedule flexibility.
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Additional key findings of the survey include:
CAREER SATISFACTION & PLANS
of nurses are satisfied with their choice of a career 75 %
of nurses are satisfied with their current jobs 65 %
of nurses are eligible to retire in the near future 33 %
of nurses plan to seek a new employer in the next year 18 %
MENTAL HEALTH & WORKPLACE ENVIRONMENT
report that compassion fatigue has impacted their health 64 %
always or often experience verbal abuse from patients 38 %
feel valued by their employer 49 %
say reducing patients per nurse would improve working conditions 82 %
say flexible schedules would improve working conditions 81 %
SCHEDULING & AI
of nurses have self-scheduling options 34 %
of nurses use a shift scheduling app 33 %
are comfortable with AI in nursing operations 31 %
are concerned AI may affect patient safety 45 %
are concerned AI will replace their job 26 %
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The 2025 Survey of Registered Nurses was emailed to nurses nationwide in January and February 2025, using proprietary and third-party databases. Survey data is based on 12,171 responses. The survey has a confidence level of 99% and an overall margin of error (MOE) of +/- 1%. Two open-ended questions were asked, and more than 9,200 written comments were received. Some of these comments are interspersed in this report or included the section entitled “In Their Own Words.” Note that percentages in the report may not total 100% due to rounding or to comparisons of independent samples. METHODOLOGY
Characteristics of Survey Respondents:
Location of Nursing Degree
Gender
Nursing Degree
1% - Prefer Not to Say
1% - Doctoral Degree
9 % Diploma
13 % Male
19 %
Outside the United States
15 % Master’s Degree
52 %
Bachelor’s Degree
81 %
86 % Female
22 % Associate’s Degree
Inside the United States
Figure 1
Figure 2
Figure 3
56%
Ethnicity
19%
8% 7% 6%
4%
2% 2% 1%
White
Black or African American
Asian or Asian American
Hispanic
Other
Prefer not to answer
American Indian or Alaska Native
Middle Eastern or Northern African Unlikely
Native Hawaiian or Other Pacific Islander
Figure 2
Figure 4
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KEY FINDINGS AMN Healthcare surveyed nurses nationwide on a range of topics regarding their job satisfaction, career plans, work environment, scheduling preferences, use of emerging technology, and related topics. The following are select findings based on responses from 12,171 nurses nationwide. Comparisons to results in previous years are included where relevant and as space allows. Nurses on Nursing: A Tale of Contrasting Perspectives When asked about their job satisfaction and work environment, nurses provided a contrasting picture that included both positive and negative feelings. The majority (75%) said they are very satisfied or satisfied with their choice of nursing as a career, trending up slightly from 71% in 2023 but not as high as in pre-pandemic years when the number was typically greater than 80%. Only 13% said they were very dissatisfied or dissatisfied.
How satisfied are you with your choice of nursing as a career?
Figure 5
2015 2019 47% 43% 46% 38% 2017 40% 35%
2021 2023 2025 48% 33% 38% 33% 38% 37%
Very Satisfied Satisfied
Dissatisfied Neither Satisfied Nor Dissatisfied Very Dissatisfied
8%
8%
6%
7%
8%
12%
5%
7%
9%
9%
15%
9%
2%
2%
4%
4%
7%
4%
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Similarly, the majority of nurses (65%) are very satisfied/satisfied with their current job, while only 17% are very dissatisfied/dissatisfied. These numbers have generally held steady since 2015.
I see patients on their worst days. If I can make them smile a little, I am making their day a little brighter.”
How satisfied are you with your current job?
Figure 6
2015 2019 23% 21% 23% 40% 2017 39% 42%
2021 2023 2025 26% 22% 25% 41% 42% 40%
Very Satisfied Satisfied
Dissatisfied Neither Satisfied Nor Dissatified Very Dissatisfied
19%
19%
13%
13%
13%
18%
13%
15%
14%
14%
16%
12%
5%
6%
11%
7%
8%
5%
More than one half of nurses (57%) also are very satisfied/satisfied with their current employer, while 23% are very dissatisfied/dissatisfied. The number of nurses indicating they are satisfied with their current employer has been on a downward trend since 2021.
Figure 7
2021 2025 26% 22% 20% 37% 2023 38% 37%
How satisfied are you with your current employer?
Very Satisfied Satisfied
Dissatisfied Neither Satisfied Nor Dissatified Very Dissatisfied
13%
14%
19%
15%
17%
15%
9%
10%
8%
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When asked if they would recommend nursing as a career, close to two thirds of nurses (65%) said they were very likely/likely to do so, while 21% said they were very unlikely/unlikely to do so. The number of nurses indicating they would recommend nursing as a career increased by 15 percentage points since 2023 and is back to previous levels after declining in 2023.
How likely are you to recommend others to become a nurse?
Figure 8
2015 2019 32% 36% 39% 35% 2017 30% 31%
2021 2025 33% 23% 35% 31% 2023 27% 30%
Very Likely Likely
Unlikely Neither Likely Nor Unlikely Very Unlikely
17%
17%
13%
16%
16%
15%
10%
11%
10%
11%
17%
13%
5%
7%
8%
9%
17%
8%
There is so much power in teamwork. Without it, you may struggle.”
Always be grateful. Remember, you can go home, but your patients cannot.”
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While the majority of all nurses surveyed expressed satisfaction with their choice of nursing as a career, satisfaction levels vary based on where the nurse completed training. Satisfaction levels were higher for internationally trained nurses than for U.S. trained nurses.
How satisfied are you with your choice of nursing as a career?
Figure 9
US
International
Very Satisfied Satisfied
36% 47% 38% 37%
Dissatisfied Neither Satisfied Nor Dissatisfied Very Dissatisfied
12%
10%
10%
4%
4%
2%
Similarly, while most nurses said they would recommend nursing as a career to others, the number who are likely to do so varies by country where the nurse completed training, with numbers higher for internationally trained nurses than for U.S. trained nurses.
How likely are you to recommend others become a nurse?
Figure 10
US
International
Very Likely Likely
31% 50% 30% 33%
UnLikely Neither Likely Nor Unlikely Very UnLikely
16%
9%
14%
6%
9%
3%
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The number of nurses who expressed satisfaction with nursing as their choice of a career also varies by generation, with older, Baby Boomer nurses expressing a somewhat higher level of satisfaction than younger nurses:
How satisfied are you with your choice of nursing as a career?
Baby Boomer
Figure 11
Gen-X Millennials Gen-Z 48% 37% 33% 36% 34% 35% 41% 43%
Very Satisfied Satisfied
Dissatisfied Neither Satisfied Nor Dissatisfied Very Dissatisfied
8%
12% 13% 12%
7%
11% 9% 7%
3%
4% 3% 2%
The number of nurses who would recommend nursing as a career to others varies by generation, with Baby Boomer and Generation Z nurses somewhat more likely to recommend nursing as a career than Generation X or Millennial nurses.
Figure 12 How likely are you to recommend others to become a nurse? Baby Boomer
Gen-X Millennials Gen-Z
Very Likely Likely
41% 34% 32% 36% 27% 29% 32% 35%
Unlikely Neither Likely Nor Unlikely Very Unlikely
14%
15% 15% 14%
11%
14% 13% 10%
6%
9% 8% 5%
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When asked about various conditions pertaining to their work environment, fewer than 50% of nurses rated wellness support, patient ratio, support from their supervisor or safety as excellent or very good, though over one half (56%) rated “support from peers” as excellent or very good.
How would you rate your working environment in the following areas?
Figure 13
Poor
Fair
Excellent
Very Good
Good
Wellness Support Patient Ratio Safety Support from my Supervisor Support from my Peers
17% 20% 20% 23% 26%
24% 30%
22% 17% 14% 26% 13% 5%
21% 26% 20% 15% 22% 26% 26% 17% 16% 27% 17% 9%
In addition, when asked if they find great fulfillment in nursing, almost three-quarters of all nurses (72%) agreed, while only 15% disagreed.
Burnout and Compassion Fatigue Despite the relatively favorable assessment nurses gave regarding their choice of a career and job satisfaction, the survey strongly suggests that some negative work characteristics that have been endemic to nursing in recent years persist.
• More than one half of nurses (58%) indicated that they feel burned out on most days.
• 64% indicated that compassion fatigue has impacted their health.
• Only 49% indicated they feel valued by their employer.
Things can get really tough sometimes. Long hours, difficult patients, and the feeling you are constantly running on empty.”
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Physical and Verbal Abuse In addition, the survey indicates that physical and verbal abuse from patients and colleagues continues to be an occupational hazard for nurses. Verbal abuse from patients is particularly common, with 38% of nurses indicating they always or often are exposed to verbal abuse from patients and 33% indicating they sometimes are . Fifteen percent of nurses indicated they always or often experience physical abuse from patients, while 27% said they sometimes do.
How often, if at all, have you experienced any of the following workplace incidents?
Figure 14
Always
Often Sometimes Rarely Never
Physical Abuse from Colleagues Verbal Abuse from Colleagues Verbal Abuse from Patients Physical Abuse from Patients
1% 3% 11% 3%
2% 5% 15% 76% 10% 25% 34% 28% 33% 20% 9% 12% 27% 30% 28% 27%
Burnout and compassion fatigue among nurses, as well as incidents of verbal and physical abuse, were exacerbated during the COVID-19 pandemic and many hospitals and other healthcare facilities have taken steps to address these problems. However, the survey indicates that burnout and compassion fatigue continue to weigh on many nurses.
Things can get really tough sometimes. Long hours, difficult patients, and the feeling you are constantly running on empty.”
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Changing Career Choices/Workforce Volatility The survey suggests that the workplace conditions many nurses face are likely to contribute to continued turnover and volatility within the nursing workforce. When asked what steps they plan to take in their careers in the coming year, only 39% of nurses said they would continue working where or how they are, while the majority (61%) plan to make a change.
39%
Continue working as I am Seek a new place of employment Return to school Work as a nurse outside of direct patient care Change work setting Explore internal agency opportunities within my facility Leave nursing for another field Work as a travel nurse
18%
8%
6%
5% 5% 5%
What steps will you take in your career in the coming year? Figure 15
2% 2% 2%
Work part-time Work per-diem Work as a virtual nurse Other
1%
6%
These findings suggest that nurse employers at hospitals, medical groups and other facilities can expect a continued transition in how, where and when nurses work. Turnover can be anticipated, as 35% of nurses plan to either seek a new place of employment, return to school, seek a job outside of patient care, or seek employment in a field other than nursing in the next 12 months. Workforce volatility also may occur as nurses alter work settings or schedules, with 24% of nurses planning to change departments, explore internal agency opportunities, work as travelers, work part-time, work per-diem, work virtually, or pursue some other course.
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Most nurses indicated they are open to other changes, including the adoption of virtual nursing care models.
Switching specialties or exploring non-clinical jobs would hopefully reignite my passion for nursing.”
How open are you to the following virtual nursing care models?
Figure 16
Extremely 34% 30%
Moderately Sometimes Slightly Not at All 30% 19% 7% 9% 28% 20% 9% 13% 21% 10% 16% 27% 21% 9% 17% 26%
Smart Bed Technology Remote Patient Monitoring
26% 26%
Virtual/AI Supported Documentations Virtual Sitting
Though some nurses appear to be unaccepting of virtual care models such as virtual sitting, remote patient monitoring and others, the survey clearly indicates that many nurses are extremely or moderately open to following virtual nursing care models that are likely to proliferate in coming years, while some are somewhat open to doing so.
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Looming Nurse Retirement Nurses were asked if they are eligible to retire in the near future. Thirty-three percent said that they are eligible. The majority of nurses in the U.S. (55%) are 50 years old or older, suggesting that nurse retirement will be an additional factor contributing to nurse shortages and nurse workforce volatility for years to come.
At the end of my 44 years, I can say the journey was worth all the tears and heartache I went through.”
Enhancing Working Conditions and Nurse Retention While the survey indicates that many nurses continue to experience burnout and other working conditions that could cause them to retire or make other career changes, it also suggests that many nurses would stay in nursing under the right conditions. Those nurses who plan to retire were asked if they would stay in nursing if they could transition to the right job.
How likely are you to stay longer in nursing if a right job opportunity presents itself?
48%
29%
The majority of nurses (77%) said they are very likely or likely to stay in nursing for the right job, suggesting that something about their current job is unsatisfactory and is influencing their decision to retire.
12%
7% 5%
Very Likely
Likely Neither Likely Nor Unlikely
Unlikely Very Unlikely
Figure 17
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Nurses who indicated they will retire soon were asked what would keep them in nursing longer.
What would make you consider staying in nursing longer as you approach retirement? (Choose all that apply)
55%
Financial incentives Flexible work hours Fully remote positions Part-time opportunities Flexible shift lengths Hybrid working options Flexible start times Educator positions Mentor positions Self-scheduling app Other
49%
37%
36%
32%
30%
26%
24%
23% 23%
6%
Figure 18
Financial incentives were ranked as the number one factor that would influence retiring nurses to stay in nursing. However, the following six highest rated factors revolve around job flexibility, and include flexible hours, fully remote positions, part-time work, flexible shift lengths, hybrid work consisting of both on-site and virtual shifts, and flexible start times. These findings strongly suggest that flexible job options that allow nurses to exert more control over their schedules and work settings are one key to enhancing nurse retention.
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All nurses responding to the survey were asked what actions would most help improve nurse working conditions.
How effective do you think the following actions will be in improving the working environment for nurses?
Figure 19
Slightly Not at All
Extremely
Moderately Somewhat
Reduce number of patients per nurse
63%
19% 10% 3% 5%
Implement flexible scheduling
55%
26%
12% 3% 3%
Reduce documentation burden
52%
26% 14% 5% 4%
Implement hybrid roles for clinical nurses
31%
31%
23%
7%
9%
Integrate AI into nursing operations
17%
23%
27%
13%
20%
The majority of nurses (82%) said that reducing the nurse-to-patient ratio would be extremely or moderately effective in improving the working environment for nurses. When healthcare facilities are understaffed, many nurses feel overworked and unable to provide a high standard of care, a key factor contributing to nurse burnout.
Staffing is a huge issue. Nurses are getting burned out and becoming ill.”
More than half of nurses (55%) also felt strongly that flexible scheduling would be extremely effective in improving nurse working conditions. An additional 52% rated reducing the documentation burden on nurses as being an extremely effective action that would improve the work environment. About one third of nurses (31%) said that implementing hybrid roles would be an extremely effective step in enhancing nurse working conditions.
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In an era of nurse shortages, increasing nurse staffing and decreasing nurse-to-patient ratio can be extremely challenging. However, healthcare facilities may have greater ability to implement other steps that nurses strongly feel will improve their working conditions and may enhance nurse retention. These steps include offering flexible scheduling, reducing documentation burdens, and offering hybrid work models.
Twelve-hour shifts are awful. I want a normal workday where I can have time to see my family.”
Nurses were also asked what actions they take to reduce job related stress.
Figure 20
What are the top 3 effective ways for you to reduce job-related stress?
60%
Taking vacations Spending time with children/family Exercise/working out Socializing/speaking with friends
51%
43%
35% 35%
Being with my spouse/partner Watching movies or television Reading Therapy with a mental health professional Other Wellness programs at my facility
27%
20%
13%
8%
7%
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Nurses rate various actions they take outside of the work environment as being top ways they relieve job-related stress. While 60% of nurses rated taking vacations as a top way to reduce job-related stress, only 13% rated therapy with a healthcare professional as a top stress reliever. An even smaller number (7%) rated wellness programs at their facilities as a top way to relieve job-related stress. Many healthcare facilities have implemented on-site wellness programs for nurses post-pandemic, and these programs can be an important resource for nurses. However, the survey suggests that encouraging nurses to spend time with their families, to take vacations, and to exercise – and providing them with the time to do so – may be the most effective ways of relieving nurse job-related stress and of enhancing nurse retention.
Finding a balance between working and living outside of the workplace is key.”
Always keep your head up and never take anything personally.”
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Nurses also rate on-site violence prevention programs as being effective – when they are aware of them.
17%
Not Sure
Are you aware of any workplace violence prevention programs offered by your employer?
54%
29%
Yes
No
Figure 21
The 54% of nurses who are aware of violence prevention programs at their facilities were asked how effective these programs are. How effective are workplace violence prevention programs in reducing the risk of violent incidents?
11% Not at All
One half of those nurses (50%) who are aware of work violence prevention programs at their facilities indicated that these programs are extremely or moderately effective, while 29% said they are somewhat effective. Only 22% said they are only slightly ineffective or not at all effective, suggesting that violence prevention programs are an additional way healthcare facilities can improve nurse working conditions and promote nurse retention.
20% Extremely
11% Slightly
29% 30% Moderately
Somewhat
Figure 22
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Nurses were asked to rate how satisfied they are with their current shift schedules.
3% Very Dissatisfied
9%
How satisfied are you with your current shift schedule? The majority (70%) said they are very satisfied or satisfied, while a smaller number (12%) said they are very dissatisfied or dissatisfied.
Dissatisfied
28%
Very Satisfied
19%
Neither Satisfied Nor Dissatisfied
42% Satisfied
Figure 23
34% 33% 25% 21% 18% 13% 13% 12% 11% 7%
Which of the following flexible scheduling options are offered in your current role? (Please select all that apply)
Self-scheduling Trade shifts with other nurses Choose your own schedule None of the above Flexible shift lengths Reduced hours as needed Team scheduling
Transitioning to Self-Directed Shift Scheduling.
As nurse employers seek to improve nurse working conditions and nurse workforce management efficiency, they are offering a wider variety of flexible scheduling options other than standard shifts set by nurse managers. Nurses were asked what scheduling options are open to them in their current position.
Hybrid work options Hybrid work options Split positions
Figure 24
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More than one third of nurses (34%) said they have the option to self-schedule, while 25% said they have the option to choose their own schedule. Such schedule flexibility was rarely offered in the past and illustrates one of the ways in which nursing work is evolving. About one-fifth of nurses (18%) have the option of choosing flexible shift lengths, an option which also was rarely offered in the past. Twelve percent of nurses have the option of choosing hybrid shifts featuring on-site and virtual work. Though a small percentage, this option was virtually unknown several years ago. Only 21% of nurses said they have none of the flexible work options listed above available to them in their current role.
Choosing my own schedule, flexible scheduling, and increased PTO would help reignite my passion for nursing.”
New technologies have been developed to help accommodate more flexible nurse shift schedules, including shift scheduling apps. Nurses were asked if they use such apps:
Do you use a shift scheduling app at your current workplace? While the number of nurses who use these apps (33%) is still limited, nurse scheduling apps have only been available in the last several years. Use of these apps has grown rapidly and is likely to expand as nurses seek more control over how and when they work.
Yes 33%
67%
No
Figure 25
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Nurses were asked to comment on what nurse scheduling app features are most important.
Which are the top 3 most important features of a scheduling app for nurses?
Figure 26
56%
Real-time self-scheduling Open shift incentives
50%
40%
Manage PTO Time tracking View pay Integration with payroll systems Automated reminders Instant messaging Shift splits
39%
33%
26%
20%
18%
15%
3%
Other
More than half of nurses surveyed (56%) rated real-time self-scheduling to be an important feature of nurse scheduling apps, suggesting that many nurses value an enhanced ability to control their schedules on a daily basis. Other nurses want features that allow them to earn compensation for working open shifts, view their pay history, or be more closely integrated with the payroll system. These and other emerging features project a time when nurse scheduling and work models will be less top-down directed and more frequently self-directed through handheld technology. The anticipated result is greater staffing efficiency, more job satisfaction for nurses, and higher rates of nurse retention .
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Nurses and Artificial Intelligence As it is in many fields, artificial intelligence (AI) is having a growing impact on healthcare. The survey indicates this is one area of change with which many nurses are not entirely conversant or comfortable.
Very Familiar
6%
How familiar are you with Artificial Intelligence (AI) technology in healthcare? Only 28% of nurses said they are very familiar or familiar with AI technology in healthcare, while 46% said they are very unfamiliar or unfamiliar with it.
Very Unfamiliar 18%
Familiar 22%
Unfamiliar 28%
Neither Familiar Nor Unfamiliar 25%
Figure 27
Nurses were asked how comfortable they are with the use of AI to support nursing operations, which may include endeavors such as nurse education, telehealth implementation, administrative tasks, workflow management, clinical decision support, diagnostics, workforce predictive analytics, and others. The plurality of nurses (40%) said they are neither comfortable nor uncomfortable with the use of AI to support nursing operations. Only 31% of nurses said they are very comfortable or comfortable with it, while 30% said they are very uncomfortable or uncomfortable. The 40% who said they are neither comfortable nor uncomfortable presumably feel this way because they are unfamiliar with how AI is being used to support nursing operations as it is still evolving.
Very Comfortable
8%
Very Uncomfortable 13%
In general, how comfortable are you with the use of Artificial Intelligence (AI) technology to support nursing operations?
Comfortable 23%
Uncomfortable 17%
Neither Comfortable Nor Uncomfortable 40%
Figure 28
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I never thought 36 years ago we would be talking about AI replacing humans, but here we are!”
These findings suggest that employers will need to educate nurses on the use of AI technology in nurse operations -- explaining its benefits and potential drawbacks -- before seeking to implement it.
Nurses were asked if their current employer has implemented AI technology to support nursing operations.
Has your current employer implemented Artificial Intelligence (AI) technology to support nursing operations? Only 11% of nurses indicated their facilities have implemented AI to support nursing operations, suggesting that the use of AI to support workforce management and other areas of nursing operations remains limited.
Figure 29
Yes 11%
Not Sure 25%
65%
No
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Nurses who said they are familiar with AI use in healthcare were asked what three areas of nursing could benefit from AI integration.
Which top 3 areas of nursing can benefit from Artificial Intelligence (AI) integration?
Figure 30
48%
Nursing education Telehealth and remote monitoring Administrative tasks Clinical workflow management Clinical decision support Predictive analytics Diagnostics Triage/preliminary assessment Virtual nursing assistants
41% 40%
37%
31% 30%
27%
21% 20%
4%
Other
Nurses indicated that AI could be beneficial in improving their level of education (48%), implementing telehealth and remote patient monitoring (41%), performing administrative tasks (40%), or assisting with clinical workflow management (37%). These applications, which do not affect nurses’ direct clinical decision making, were rated higher than AI applications that could affect their direct clinical decision making, such as clinical decision support and diagnostics. The survey suggests nurses are more comfortable with AI applications that enhance their knowledge or make their jobs easier than they are with AI applications that may affect how they care for patients.
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Nurses who are familiar with AI in healthcare were asked to rate their top concerns regarding AI.
As a nurse, what are the top 3 major concerns regarding Artificial Intelligence (AI)?
Figure 31
45%
Patient safety Diminished patient connection Lack of empathy Data privacy and security Ethical issues Biases in algorithms Job replacement False notifications Regulatory and legal challenges
40%
36%
33%
31%
29%
26% 25%
20%
15%
Learning new technology Other
2%
Their primary areas of concern involve the potential effects of AI on patients, including a negative impact on patient safety, a diminished connection with patients, and a potential lack of patient empathy. These findings suggest nurses are concerned that AI may be a high-tech application which reduces the “high touch” aspects of nursing. However, relatively few nurses (26%) are concerned that AI will lead to nurse job replacement.
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Nurses who said they are satisfied with their choice of nursing as a career were asked what they would say to motivate fellow nurses to fulfill their calling as nurses. Close to 7,000 written responses were received to this question and several are interspersed throughout this report. Other select responses include: IN THEIR OWN WORDS
Become a vocal, active and empathetic change agent for your fellow RNs.”
Find alternative career routes within nursing.”
After COVID I lost my joy of being a nurse. I started therapy because I am a nurse to my soul. It is not a career, it is who I am.”
Obtain a good base of knowledge and you can pick and choose the best jobs. I work with individuals with learning disabilities and it is a great job.”
Nursing can be anything you want it to be but go into it for the right reasons. If you are going into it for the money, there never will be enough for it to be the right fit.”
Nurses who said they are dissatisfied with their choice of nursing as a career were asked how they could reignite their passion for nursing today. Over 2,250 responses were received, several are interspersed in this report. Additional select responses include:
It would reignite my passion for nursing if workloads were more evenly distributed and pay matched your experience and education.”
I would choose a different career. I have become disillusioned with bedside nursing due to the negative work environment.”
Celebrate wins. Reflect on your successes and the lives you have impacted.”
If you feel stagnant, explore new specialties within nursing such as pediatrics or oncology, or try different options like public health or travel nursing.”
Find alternative career routes within nursing.”
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Five Actionable Insights to Increase Nurse Career Satisfaction, Engagement, and Retention. AMN Healthcare’s 2025 Survey of Registered Nurses reveals a number of insights regarding the career plans, preferences and perspectives of RNs nationwide. Nurse leaders and other healthcare executives may wish to consider a variety of actions based on these insights that can enhance nurse job satisfaction, engagement and retention, including: WORKPLACE SOLUTIONS
Implement Workplace-Enhancing Technology Nurses identified schedule flexibility and work/life balance as keys to enhancing working conditions and to reducing job stress. Healthcare facilities should implement technologies that can provide flexible work options and enhance work/life balance.
With only 33% of nurses currently using shift scheduling apps, consider implementing or expanding the use of scheduling apps that provide real-time self-scheduling, open shift incentives, and PTO management. Ensure that scheduling apps integrate with payroll systems and include time tracking features, as these features are highly valued by nurses. Artificial Intelligence (AI) offers an additional means of improving nurse working conditions and retention. AI-powered scheduling tools can be used to match nurse availability, skills, and patient demand, reducing burnout and overtime. Implement predictive analytics to anticipate peak staffing needs and proactively adjust schedules, ensuring optimal coverage and avoiding unnecessary overtime.
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Support Innovative Staffing Models and Mentorships Invest in staffing models that can increase nurse job satisfaction and reduce nurse burnout, such as temp-to-perm options and the strategic use of contingent labor. Offer shift bidding, and hybrid work models to improve nurse autonomy, job satisfaction, and retention. Mentorship Roles: Create opportunities for nurses to transition into educator or mentor positions to reduce physical strain while utilizing their expertise.
Offer Creative and Supportive Financial Incentives Three quarters of nurses eligible for retirement (77%) said they are very likely/likely to stay longer in nursing if offered the right job opportunity providing adequate financial incentives (55%). Ways to structure these incentives include: • Provide bonuses or retirement contributions to encourage nurses to stay longer.
• Provide reimbursement for nurses with educational debt or those taking additional courses.
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Enhance Awareness and Availability of Workplace Violence Prevention
Twenty-nine percent of nurses said they are not aware of workplace violence prevention programs at their facilities, while an additional 17% are unsure if such programs are available where they work. It therefore is important to proactively communicate, reinforce, and train staff on safety protocols, ensuring nurses feel supported and protected in their work environment, and to promote workplace violence programs so that nurses are aware of them.
Expand Mental Therapy Programs and Encourage PTO
Only 13% of nurses identified therapy with a mental health professional as a key to reducing job related stress. Nurse employers should consider expanding mental health services beyond sessions with a therapist, by offering diverse resources such as peer support groups, resilience training, and stress management workshops, to meet nurses where they are. Nurses rated vacations as their primary method of addressing job related stress, yet many nurses struggle to take time off due to staffing challenges. Employers therefore should institute policies that make it easier for nurses to take PTO without guilt or staffing repercussions.
These actions, taken individually or in concert, are intended to improve the daily work experience of nurses, by giving them more schedule flexibility, a better work/life balance and more control over how, when and where they work. By enhancing the work environment, these and other steps nurse leaders and other executives may deem appropriate can both help retain current members of the nursing staff and attract new nurses to the facility.
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CONCLUSION As members of the largest single profession within healthcare, registered nurses are instrumental to the access to care and the quality of care available to all Americans. How registered nurses feel about their profession, what they plan to do in their careers, and how, when, and where they work are therefore matters of importance to public health. The 2025 Survey of Registered Nurses indicates that the majority of nurses feel favorably about their choice of nursing as a career and about their current jobs. However, the survey also clearly indicates that many nurses continue to find aspects of nursing to be problematic. The majority (58%) said they feel burned out most days, a result of patient overload, excessive documentation requirements, incidents of verbal and physical abuse, and other ongoing challenges. As a result, many nurses today plan to change how they work, and this reality must be embraced by nurse employers seeking to address anticipated volatility within the nursing workforce. When asked what would most improve working conditions for nurses, those surveyed strongly agreed that fewer patients per nurse would be beneficial, as would schedule flexibility, hybrid roles and reduced documentation. One way nurses can achieve schedule flexibility is through scheduling technology that offers nurses more control over when and where they work . Over one-third of nurses surveyed (34%) now have self-scheduling options at their jobs, while others can choose their own schedules or work flexible shifts. The survey anticipates a time when nurses will have growing workplace control through the use of hand-held devices. Artificial Intelligence (AI) is another technology likely to impact nurses. The survey suggests that many nurses are not conversant with the use of AI in healthcare. Those who are familiar with AI believe its best application in nursing is to improve nurse education, implement telehealth, and ease administrative and workflow management tasks . The primary concern nurses have about AI is that it may diminish patient safety and disrupt their connection to patients. However, few believe AI is likely to replace them.
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ABOUT AMN HEALTHCARE
AMN Healthcare is the nation’s leader in healthcare workforce solutions, taking pride in a wide range of workforce solutions and a focus on quality and transparency as a publicly traded company. AMN Healthcare provides access to high quality talent across all specialties, roles and settings. We also provide a suite of technical staffing solutions and support services, including strategic staffing analysis and workforce management, medical language interpretation, predictive staffing analytics, telemedicine, revenue cycle solutions and others. As an industry thought leader, AMN Healthcare generates a wide range of surveys, reports, white papers, speaking presentations, podcasts, webinars, and other resources providing insight into current healthcare workforce trends and delivery models. First conducted in 2009, the 2025 Survey of Registered Nurses is the latest in a series of biennial AMN Healthcare surveys revealing the career plans, preferences, and perspectives of registered nurses nationwide.
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The 2025 Survey of Registered Nurses is one of a series of surveys, white papers, reports, and other thought leadership resources produced by AMN Healthcare. For additional information about these resources or AMN Healthcare’s services, contact: client.services@amnhealthcare.com
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