Certified nursing assistants predominantly blame low wages, burnout and lack of respect for the current staffing shortage, according to the results of a new survey from the National Association of Health Care Assistants.

“As these survey results show, CNAs are committed to their residents but don’t see health care organizations or their leaders doing enough to provide the wages and benefits they need to live and support their families, nor do they feel they are getting the respect and appreciation they deserve — particularly after sacrificing so much throughout the pandemic,” Lori Porter, NAHCA co–founder and chief executive officer told McKnight’s.

Poor wages and benefits topped the list of reasons that CNAs have left, or are considering leaving, their jobs. Of the 650 survey respondents, 84% said it would take better wages and benefits for them to return to work at their previous nursing homes, whereas just under half cited better training/opportunities for career advancement as possible enticements to return.

The second and third biggest issues for the respondents were burnout and lack of respect from leadership.

Survey participants reported the following data about the number of residents/patients per CNA they cared for during their shifts over the past four weeks:

  • 35% who worked either the first, second or third shift cared for 15 to 20 people.
  • 18% of those who worked one of the three shifts cared for 25 or more people.
  • 36% of those who worked either the first or second shift cared for 15 to 20 people.
  • 32% of those working either the first or second shift cared for 10 to 15 people.
  • 34% of those working the third shift cared for 15 to 20 people.
  • 33% of those working the third shift cared for 25 or more people.

“Staffing shortages are not limited to nursing homes. Assisted living communities and other settings are facing similar challenges, particularly regarding CNAs,” Porter told McKnight’s. “Much like nursing homes, they are losing staff to retail, food service and other industries. They need to find ways to close the floodgates and attract, engage and retain staff.”