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Nurses Are Taking Control - Even When the System Won’t
CHARLESTON, S.C., October 15, 2025 -- SE Healthcare has released insights on nurse burnout, compiled from stressor reports and microlearning completions by nurses using SE Healthcare’s Burnout Prevention Program. The findings reveal two powerful realities: burnout continues to be driven by structural dysfunction, and nurses are taking steps to protect their well-being, even when systems don’t.
“This year, the story isn’t just about what’s broken,” said Greg Coticchia, CEO of SE Healthcare. “It’s about how nurses are responding. They’re not waiting for the system to fix itself - they’re taking action in the ways they can.”
Top Five Stressors Reported by Nurses in 2025
Based on reported stressors, five systemic categories consistently top the list:
- Patient Load & Clinical Task Volume – 11.1%
- Teamwork / Community Breakdown – 9.2%
- Staffing Shortages – 8.9%
- Leadership Gaps – 7.8%
- Patients / Families (Emotional Load) – 6.7%
Each of these points to long-standing operational and cultural breakdowns that continue to erode nurse wellness. Nurses reported an average of 3.6 different stressors each, highlighting the multifactorial nature of burnout across roles and units.
From Acute Crisis to Chronic Pressure
While COVID-19 was once a dominant source of stress, it now accounts for just 0.19% of all mentions. This is a sign that the acute crisis has passed. In its place, nurses face chronic workload strain, staffing instability, and emotional exhaustion that persist without recovery.
Nurses Are Taking Control with Targeted Microlearnings
In addition to stressor reporting, SE Healthcare’s platform tracked thousands of completions across its microlearning curriculum in 2025. These five-minute, on-demand modules are designed to deliver real solutions to nurses’ top challenges.
The five most completed modules reflect exactly what nurses are facing on the ground:
| Rank | Module | Focus |
| 1 | When Venting is Dangerous | Healthy vs. unhealthy coping |
| 2 | Stress vs. Burnout | Recognizing early warning signs |
| 3 | Patients Require Patience | Emotional regulation with patients |
| 4 | Am I Burned Out? | Self-assessment and reflection |
| 5 | Nurse First | Prioritizing personal limits and well-being |
These modules directly align with stressor categories like emotional fatigue, team dysfunction, workload, and lack of leadership support. Nurses aren’t waiting for systems to evolve — they are actively building their own defense strategies.
“They didn’t fix healthcare,” said Coticchia. “They didn’t eliminate burnout. But they did take control of what they could — and that’s a form of leadership too.”
Why This Data Matters
Burnout isn’t just about morale. It’s a clinical, financial, and operational threat. Research shows that every 10% increase in nurses’ intent to leave is associated with a 14% increase in patient mortality. The cost of replacing a single nurse ranges from $37,700 to $58,400. For large systems, the daily cost of inaction can exceed $30,000.
SE Healthcare’s Burnout Prevention Program
SE Healthcare’s platform is designed to meet the burnout crisis with data-driven, high-impact tools that are accessible and aligned with real-world nursing challenges. The program includes:
- AI-powered dashboards that surface burnout patterns by unit, shift, and role
- Microlearning modules matched directly to frontline stressors
- CME/CE-accredited content delivered in short, actionable bursts
- Gamification and incentives to drive participation and engagement
Organizations using the platform have reported:
- Measurable burnout reduction in 90 days
- Up to 35% drop in high burnout severity
- Improved retention, safety, and staff morale
Explore additional insights gained from SE Healthcare's data on nurse burnout here.
