Why CRNAs Are Leaving — In Their Own Words

Most CRNA turnover research relies on surveys with fixed answer categories. A qualitative study published in the AANA Journal in October 2024 took a different approach: it asked CRNAs who had voluntarily quit their jobs to describe, in their own words, why.

The literature review behind the study noted something worth flagging on its own — despite years of research into CRNA turnover risk factors like compensation, job satisfaction, burnout, and working conditions, there was essentially no existing qualitative research asking CRNAs directly about their lived experience of quitting, and no solid data on actual current CRNA turnover rates (as opposed to turnover intention, which is more commonly studied).

The themes that emerged

The common themes from interviews were:

• The desire for better work-life fit
• The impact of stressful work intensity
• Exposure to poor leadership

The authors' practical takeaway was direct: a focus on ensuring job fit for personal goals outside of work — not just compensation adjustments — may improve CRNA retention.

That distinction matters. "Work-life fit" isn't the same as "fewer hours" or "more pay" — it's about whether a CRNA's actual schedule and workplace culture accommodate the shape of their life outside the OR. That's a structural, day-to-day condition a workplace can change directly, rather than a market-rate compensation problem that takes a budget cycle to address. FairShare's fairness and time-off tooling exists to make that condition visible and fixable.

Source

• Exploring the Experience of CRNAs Choosing to Quit Their Jobs: A Qualitative Study. AANA Journal. October 2024.

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