The healthcare industry faces a profound paradox. Healthcare professionals enter their field with genuine passion—a deep desire to care for others and make a meaningful difference in people's lives. Yet many are burning out, not due to lack of compassion, but because of the overwhelming administrative burden that keeps them from doing the work they love.
For mental health awareness month in May 2026, we distributed a quiz to healthcare professionals to help them identify burnout risk and its drivers (you can take the quiz yourself here). We received hundreds of responses from direct care workers and facility leaders, and the data paints a clear picture: The solution to burnout isn't about making people care more. It's about freeing them to focus on providing care.
The good news: passion still burns bright
Despite widespread burnout, healthcare professionals haven't lost what drew them to this industry in the first place.
Fifty-nine percent of direct care professionals say they always or almost always still feel connected to why they got into healthcare. Even more striking: only 8% say they never feel this connection anymore. This data echoes what we found in last year’s Workforce 360 Senior Care Survey Report — 87% of employees and 96% of independent professionals say their passion for helping others motivates them to stay in the senior care industry.
Facility leaders show strong commitment to the industry, too. Seventy percent say they always or almost always feel a sense of purpose in their daily work, and less than 1% say they never feel this way.
This is the golden thread running through our industry: People still want to be here. They still believe in the mission, and they’re still motivated. So what’s causing them to leave?
The bad news: administrative burden threatens that passion
Burnout isn't theoretical. It's happening right now, across all healthcare roles, and it's reaching crisis levels.
Direct care workers feel depleted
According to our burnout quiz, 43% of direct caregivers finish every shift feeling completely depleted both physically and mentally. Only 11% say they never experience this exhaustion. When you're running on empty shift after shift, burnout creeps in, no matter how passionate you are.
Facility leaders are in crisis mode
The data reveals an even more troubling pattern among facility leaders — those responsible for setting the tone and supporting their teams.
- 62% always or almost always end their day completely drained. Only 4% say they never feel this way
- 57% say no matter how much they do, it's never enough. Only 9% never feel this.
- 51% say they spend more time on crisis management than meaningful work. Only 8% never feel this.
Facility leaders are often fighting fires instead of coaching, supporting, and developing their teams. This can impact employee retention, quality of care, and the organizational culture.
The divide: support and recognition aren't reaching everyone
The burnout crisis is exacerbated by inconsistent support and recognition:
- 24% of direct care professionals say they always feel valued and recognized, but 22% say they never feel this way
- 23% say they feel treated as a professional, not just "a body to fill a shift," but 20% say they never feel this
- On shift support: 26% say they have backup when something goes wrong, but 26% also say they never do
For facility leaders, the picture is different but still concerning. While 44% feel supported by leadership above them and 55% say they have the tools they need, 36% say they can never take real time off without things falling apart.
Technology can help clear a path to purpose-driven work
The solution to burnout is complex and the policy landscape has a long way to go to help this dynamic sector adapt to modern realities. However, there are changes facilities can make now to improve the caregiving experience while improving care quality.
In our Workforce 360 Senior Care Survey Report, more than half of senior care employees said they are excited about trying new technology. That technology can help remove the barriers between healthcare professionals and the work they are passionate about.
Workforce management solutions like OnShift and ShiftKey address burnout at its source by reducing administrative burden for both frontline workers and facility leaders. Here's how:
For direct care workers
- Mobile access to schedules and flexible shifts promote work-life balance
- Automatic rewards and recognition programs improve team engagement
- Communication tools enable employee feedback and keep workers informed on community updates
- Shift coverage from reliable independent professionals gives employees more shift support
For facility leaders
- Configurable schedule templates eliminate hours spent on manual scheduling
- Data-driven insights help prevent unwanted employee overtime, clock-riding, and other cost drivers
- Automated compliance tools simplify care budget adherence and PBJ submissions
- Real-time workforce data dashboards provide visibility without constant manual reporting
- Access to a marketplace of independent professionals reduces time spent filling open shifts and helps ensure care coverage
- Transparent pricing eliminates the need to cost compare and juggle multiple third-party worker sources
- Mobile marketplace app helps busy schedulers fill shift gaps on the go
When facility leaders reclaim time from crisis management, they can invest it in what matters most: supporting their teams, recognizing excellence, and creating the culture of respect that direct care workers are hungry for.
When direct care workers aren't burdened by administrative friction, they can finish their shifts knowing they made a difference instead of feeling depleted.
Reconnecting people to purpose
The most important finding from this burnout quiz uncovers an opportunity.
Healthcare professionals are passionate. They want to work in an industry where they can provide quality care. The organizations that clear the path back to purpose are the ones that will thrive in the competitive workforce market.
Technology isn't about replacing human connection in healthcare. When administrative systems work seamlessly in the background, healthcare professionals can do what they entered the field to do: provide excellent care and build meaningful relationships with the people they serve.
That's good for worker retention. It's good for patients. It's good for facility leaders. And it honors the fundamental reason people choose healthcare in the first place.
Workforce management technology is a necessity for any organization serious about supporting its people and fulfilling its mission. The quiz data shows us that the passion is still there. Now it's time to protect it.
Ready to reduce administrative work at your organization? Schedule your OnShift demo here and explore more resources to get back to care here.
