Workforce Challenges in Cardiovascular and Stroke Nursing: Insights from the AHA Scientific Statement 2025

Workforce retention and support are critical in addressing challenges faced by cardiovascular (CV) and stroke nurses, worsened by the pandemic.

The AHA scientific statement  highlights the need for improved workload policies, salaries, mentoring, and autonomy to sustain the nursing workforce.

Burnout and intent to leave the nursing profession were significant issues before the pandemic and have now reached a crisis point.

The pandemic exacerbated workforce challenges, shifting preferences towards work-life balance and remote roles, particularly for younger nurses.

2021 saw the largest nurse exodus in four decades, with over 100,000 nurses leaving the profession, particularly affecting those under age 35.

Educational program limitations hinder the entry of new nurses, with thousands of candidates turned away annually due to capacity issues.

The shortage of senior nurses threatens mentorship for newer nurses, potentially impacting patient outcomes.

Common burnout drivers include excessive workloads, long hours, low compensation, exposure to suffering, moral distress, and high-pressure environments.

The statement identifies four stress categories—patient care, organizational, academic, and research—affecting clinical, academic, and scientific nursing roles.

Interventions like mindfulness training, communication techniques, and therapeutic group sessions can help reduce burnout and improve well-being.

Building a culture of resilience through gratitude, safety huddles, and recognition activities can enhance nursing engagement and satisfaction.

Flexible scheduling and initiatives like self-care workshops and job redesign are effective strategies to reduce emotional exhaustion.

Academic educators face unique stressors, including teaching demands, work-life imbalances, lower salaries, and power dynamics.

Support for academic faculty well-being includes flexible work policies, mental health resources, and broad academic performance criteria.

A renewed focus on nursing wellness emphasizes work-life balance, research support, and professional development opportunities.

Nurse scientists struggle with heavy teaching loads, funding pressures, and limited time for research, leading to stress and burnout.

Institutional support like startup funding, research assistance, and interdisciplinary collaboration can alleviate stress for nurse scientists.

Low salaries remain a universal stressor, prompting legislative and institutional efforts to improve pay and working conditions.

The Nurse Faculty Shortage Reduction Act of 2024 aims to close the pay gap between clinical nurses and educators by increasing funding for salaries.

Public awareness and legislative initiatives are vital to addressing the nurse educator pay gap amidst university budget constraints.

Take-Home Points

• The pandemic has intensified pre-existing challenges of burnout and workforce shortages in CV and stroke nursing, requiring urgent attention.
• Improved workload policies, salaries, mentoring, and autonomy are critical for retaining and supporting nurses across clinical and academic roles.
• The 2021 nurse exodus highlighted a crisis, with young nurses facing the highest turnover and lowest job satisfaction.
• Addressing burnout drivers like excessive workloads and low compensation through resilience-building interventions and flexible work policies can improve retention.
• Academic nursing faces unique challenges, including stress from teaching demands, pay disparities, and research pressures, requiring tailored solutions.
• Legislative initiatives like the Nurse Faculty Shortage Reduction Act of 2024 aim to address pay gaps and workforce sustainability.
• Public awareness and support for better funding and working conditions are essential to ensure the resilience and effectiveness of the nursing profession.