A new survey of nearly 500 nurses and certified nursing aides in the long-term care setting showed more than 65 percent happy in their jobs, most not fearful of AI, and 74 percent agreed with the notion their jobs have become more difficult in the last 18 months.

Release of the survey came during a LTC 100 conference presentation on Monday by the report’s collaborators: the American Association of Post-Acute Care Nursing (AAPACN) and LTC 100.

During the session at the industry meet-up in Scottsdale, Ariz., representatives of the two groups pointed to issues that are likely to keep nurses and aides in long-term care.

Key data points include:

• Nurses report that meaningful relationships with residents (31 percent), a strong sense of purpose (28 percent), and team and work culture (15 percent) are the most important factors influencing their decision to remain in long-term care.

  
  

• Still, increasing regulatory burden (16 percent), staffing shortages (12.5 percent), and leadership gaps (7 percent) are contributing to dissatisfaction and burnout.

"These findings reinforce what many in the field are experiencing every day," said Amy Stewart, chief nursing officer at AAPACN. "Nurses are deeply committed to their residents and the care they provide, but they are also navigating increasing complexity in their roles. Organizations that recognize and address these challenges will be better positioned to retain and support their workforce."

AI Twist

It is on the point of nurses wanting to spend more with their residents that brings up the issue of AI. Tim Craig, managing director, LTC 100, who moderated the session with Stewart, said the survey showed that nurses “don't actually think that AI is going to replace them. We're going to get into why that is, but 45 percent said very unlikely and another 22 percent said somewhat unlikely.”

Stewart said she loved the question about AI. “If you give me ambient charting today, it would increase my likelihood of being satisfied as a nurse, because it's going to allow me to spend more time with the bedside,” she said.

“I know sometimes we think staff are afraid of AI, and we're really not. We're really in an era of embracing it, because if it means that I can spend more time with my resident and making a difference and building relationships, that’s good. Look at those top things that nurses are saying about ‘what do you like most about your job.’ And what they like most is ‘my sense of purpose, building relationships,’ and where else can you build a relationship with your residents and families other than long-term care.”

Retention Drivers

Providers searching for ways to retain staff may note the survey’s finding that nurses are most likely to stay in environments that support a strong work culture, offer flexibility, and reinforce a sense of purpose.

On the matter of culture and being part of a team with common goals, Tiffany Flynn, vice president of senior living sales and operations, Everest Management Solutions, said “when Everest is brought into stabilize operations, culture is always the starting point. When staff feel value and supported, it drives consistency, improves quality outcomes, and leads to more sustainable performance.

Everest delivers tailored management, advisory, and procurement solutions across the senior living and post-acute space.

At the same time, the findings highlight clear opportunities for improvement, particularly around the growing regulatory and documentation burden, underscoring the importance of equipping nurses with the tools and resources needed to manage these demands more effectively. A nurse's decision to stay or leave is closely tied to their relationship with their supervisor, underscoring a crucial opportunity to invest in stronger leadership across post-acute care.

Job Burden

Stewart said on the question of the job getting more difficult over the last 18 months, it should be stressed that paperwork/regulatory burdens cannot be overestimated.

“They want to take the burden off,” she said, but this was not being directed at surveys and that type of regulation but rather the confusion of state and federal documentation for PDPM and Medicaid.

“I wanted to share that with this audience, because I'm not sure how many of you are aware of this conundrum we're in currently, where we have a federal REI manual that tells us to document this way, and we have the states telling us to document differently. And it's more stringent than the federal guidelines. So, we don't know what way to turn as nurses. Do we document, do we not document?” Stewart said.

The other piece of this “burden” nurses are feeling and that is being reflected in the survey is the managed care requirement, like continued authorization for a managed care stay, as an example.

“I think AI is going to eventually come to our rescue. I know it's a heavy investment, but it really could make a difference in making staff happy, because when you go to the hospital, they've got all sorts of technology and we're kind of technology lacking,” she said.

Comments or questions? Contact Patrick Connole at pconnole@parkplacelive.com.