Written by LeAnn Thieman, CSP, May 24th, 2016
According to the IOM Future of Nursing report, we must prepare nurses to lead the charge to advance healthcare and we must prepare the current workforce to assume leadership positions at all levels. To do so, we need to foster a culture of learning – an important element for nurse recruitment and nurse retention.
We must ensure that nurses engage in lifelong learning, not just safety or regulatory training, but the real development that they need. In a recent 2-year study by Bournes & Ferguson-Pare, two departments offered training to employees. One offered status quo traditional training and the other offered more electives and nontraditional classes. The department with the nontraditional training had lower turnover, a budget surplus, less employee sick time, and shorter patient stays. When you invest in your employees, they will invest back.
In these challenging times, budgets for education are often reduced. These reports prove that investing in your nurses’ education pays off.
Nurses of all ages and experience love to learn. It’s a great nurse recruitment and nurse retention tool.
To learn more ways to recruit nurses and retain nurses visit SelfCare for HealthCare. Contact me today to set up your complimentary consult to discuss how to reach your recruitment and retention goals.
Written by LeAnn Thieman, CSP, May 19th, 2016
The nurse retention and recruitment strategies that worked 5 or 10 years ago cannot reduce the turnover that healthcare is facing today. To retain employees, hospitals and healthcare organizations need to implement stronger, evidence-based strategies.
It’s estimated that over 260,000 nurses leave the profession every year and cannot be replaced as quickly as they leave. New academic nurses do not have the same experience level as more seasoned nurses. For skilled nursing, the median turnover rate is 43.9. Each percentage change costs about $379,000 on average, which means an average loss for a hospital of about $5 to $8 million annually, not to mention the negative impact on quality of care.
Motivational fit is a big part of what predicts job success and retention. To determine if someone is the right fit, look at factors like pace, autonomy level, collaboration, and work environment. Research shows that if any one of these is out of balance, higher turnover results. With so many job openings, candidates can easily leave to find a better fit, so efforts to get it right pay off.
The generic resume/interview process is non-predictive and is not useful in the current climate. A structured, behavioral interview where you look for specific attributes and the correct motivational fit is needed to find an employee who will stay.
Written by LeAnn Thieman, CSP, May 17th, 2016
The productivity of licensed practical nurses (LPNs), registered nurses (RNs) and home care aides (HCAs) increased in 2015, according to the Hospital & Healthcare Compensation Service (HCS) and the National Association for Home Care & Hospice (NAHC).
The average number of actual visits per day for RNs totaled 4.39 in 2015, compared with 4.33 in 2014. The average number of visits for LPNs rose from 5.04 in 2014 to 5.15 in 2015. The productivity of HCAs also jumped, increasing from 5.21 in 2014 to 5.31 in 2015.
The report also found that the national turnover rate for hospice RNs rose to 20.55%, compared with 18.57% in 2014. The turnover of HCAs also saw a boost, from 17.57% last year to 20.91%. Considering the mental and emotional toll of this benevolent work, that is not surprising.
Written by LeAnn Thieman, CSP, May 12th, 2016
When circadian rhythms, the body’s natural wake-sleep cycles, are disrupted over prolonged time periods, significant mental and physical problems can result.
The majority of hospitals require nurses to work 12-hour shifts and many nurses are reporting excessive fatigue from lack of sleep, negatively impacting overall nurse health. This can impact performance, productivity, and safety, on the job and at home. Health experts agree that quality sleep is essential for maintaining good health and most adults require seven to eight hours of sleep for optimal functioning. However, the Centers for Disease Control and Prevention reports that 30% of the nation’s workers are sleeping less than six hours per day.
In addition to fatigue, not getting enough sleep can result in shortened attention spans, memory lapses, and irrational decision-making. Other sleep-related problems are diminished psychomotor skills, slower reaction times, poor communication, irritability, and periods of micro-sleeping.
With the current emphasis on safety and Zero Harm, it is imperative that nurses get 7-8 hours of sleep in a 24 hour period…for their sakes and that of their patients.
Written by LeAnn Thieman, CSP, May 10th, 2016
A survey of nurses in over 488 hospitals revealed that working 12 hour shifts is causing nurse burnout, defined as emotional exhaustion, depersonalization, and low personal accomplishment. The study also showed these nurses are more dissatisfied with their jobs and are more inclined to leave them. The researchers wrote that these outcomes “may pose safety risks for patients as well as for nurses.”
On paper, 12 hours shifts look like a great idea, giving nurses an extra day off. But the reality is that, with the high acuity of care, nurses are feeling overworked and overwhelmed with these long shifts. Some workers who like 12-hour shifts value the extended time off, and say that improves their morale and reduces absenteeism. However, these longer shifts allow time to work another job or go to school during the three-day weekends, which further exhausts many nurses.
While extended time off is a welcome advantage, 12-hour shifts can also be disruptive to family life and personal health by creating long-term stress.
To learn how to care for your nurses, reduce nurse burnout and increase nurse retention, visit SelfCare for HealthCare. Contact me today to talk about our astonishing ROI at SelfCare for HealthCare hospitals.
Written by LeAnn Thieman, CSP, May 3rd, 2016
Over a decade ago, experts predicted a nursing shortage of dire proportion. Unexpectedly, enrollment in nursing schools doubled and the crisis was eased. But the need is still great because 1 million nurses are currently over the age of 50.
Expert nursing researcher Peter Buerhaus, PhD, RN, FAAN projects an increase in the RN workforce from about 2.7 million RN FTEs in 2013 to 3.3 million in 2030. But even if nurses continue entering the workforce at the current pace, the supply will not meet the projected demand. By 2025 we will still have a shortage of approximately 130,000 nurses.
We need to care for all nurses, with attention given to those over 50, so they continue in the profession longer. To learn how to teach them SelfCare, and to increase their retention, visit SelfCare for HealthCare. Contact me today for a complimentary consultation about what’s working and what’s not working in terms of wellness at your facility.
Written by LeAnn Thieman, CSP, April 26th, 2016
Eighty-three percent of Advanced Practice Clinicians and physicians admit coming to work sick within the past year! 56% had significant respiratory symptoms, 30% had diarrhea, and 16% had fevers. Why did they come to work anyway?
95% had concerns about staffing.
93% didn’t want to disappoint their patients.
64% were concerned about ostracism by coworkers.
61% reported a cultural norm to come to work unless they were “remarkably ill.”
The very people who are committed to curing people are exposing them to illness. We need to shift the culture to one of caring for our caregivers.