Janna Templin, MSN, MBA on LinkedIn: Reimagining the nursing workload: Finding time to close the workforce gap (2024)

30% of nurses are likely to leave patient care jobs in the next year... 45% for inpatient nurses! #nursingshortage #healthdata Understanding how to provide the right resources, right incentives, and right career path options is critical--and it isn't the same for every nurse. Survey results and statistics paint a picture, but nothing can substitute for understanding nurses as individual people with unique motivations and needs. If it isn't a part of your workforce strategy already, you need to be collecting and analyzing data about your nursing teams to ensure you're doing the right things to support them. #snowflakehttps://lnkd.in/gK4AUXaK

6

1 Comment

We want to hear from you! What else do you foresee for 2023 in the #healthcare world? • Job growth will continue to rise • Nursing shortage will continue to be a priority• Increased funding will impact staff • Reliance on travel nursing will continue • Renewed focus on nursing #mentalhealth• Increase in wearable medical devices• Integration of #primarycare & #behavioralhealth • Continued rise in virtual care • Increasing number of #NP-led practices • Data & privacy https://lnkd.in/eevTTBY5#RN #nursing #healthcaretrends #2023trends

2

$56,300This is the average cost of turnover for a staff RN in a hospital. This may be a number that healthcare has just learned to accept, but let me put this in a different light for a second.A survey on the reasons behind nurses' potential departure from an organization revealed that 35 percent of respondents would think about doing so if there were insufficient opportunities for professional growth.If nurses at your company were perceived as merely AI's end users, would they quit?If 35 percent of your nurses quit, how much would that cost your company?If they felt that the AI strategy included them, would they stay?Texas Organization Nurse Leaders American Nurses Association American Organization for Nursing Leadership American College of Healthcare Executives #CNO #healthcareAI #healthcare #healthcareleaders #nursesoflinkedinhttps://lnkd.in/guaxgRyd

3

1 Comment

🏥 If you're a #healthcare leader trying to recruit #nurses and not looking at how you're offering #scheduling at your organization, I'm afraid you're overlooking a huge opportunity for #recruitment and #retention. Some excerpts that stand out 👇 💡 "We see the same thing over and over again," Dr. Mensik Kennedy said. Nurses say they're not actually heard or listened to in their organizations. Hospital leaders are talking about engaging nurses and empowering them, but nurses continue to say they don'tfeelheard."💡 "Everyone is saying nurses should be making scheduling decisions, but that's not happening. Nothing is changing. Hospitals talk about all the new innovative models they want to launch. But there's nothing new going on."💡 "While the ANA's call for minimum ratios has received a lot of attention, Dr. Mensik Kennedy said there is another task force suggestion that deserves immediate consideration: flexible work environments that afford nurses the ability to self-schedule their shifts."💡 "Further, giving nurses the ability to schedule their own shifts within a flexible work environment would go a long way to giving them what they have been requesting, Dr. Mensik Kennedy said."Good news is this does not have to be complicated to implement.#nursescheduling #nurseretention #nurseturnover #nurserecruiting #nursingshortage #employeescheduling #schedulingtechnology #artificialintelligence #ai #predictivescheduling #artificialintelligenceinhealthcare #schedulingtransformation MakeShift

4

Important Paper Quick Reaction ⚡ `Addressing the Nursing Workforce Crisis Through Nurse-Physician Collaboration`We are in a nursing shortage crisis. The stress of COVID on our care delivery systems squeezed a chronically understaffed #RN workforce. This viewpoint provides a sober assessment of the state of #RNs in U.S. hospitals:📈 30-50% of nurses have signaled an intention to leave the profession in a recent survey due to poor working conditions and burnout. 📉 Chronic understaffing has produced power imbalances, unsafe nurse:patient ratios, and overloading of incumbent staff.🚫 Failures to adapt flexible nurse care models to keep experienced #RNs in the game.What can we do about this? The authors provide a prescription:☑ Interprofessional collaboration between #RNs an #physicians -- strength in numbers.☑ Develop innovative care delivery models to enact evidence-based standards on care delivery (e.g., hybrid virtual care with team-based bedside approaches, clinician-led process design -- not 👔 ).From a tech perspective, let's reduce the monotony of paperwork and the myriad of other administrative duties that don't add value to patient care and contribute to burnout. We must take a proactive posture, predict patient acuity better, and allocate RN and MD/PA coverage accordingly to prevent the moral injuries of bad patient outcomes due to inadequate resources. By combining technological and systemic approaches to mitigate understaffing, healthcare systems can create a more supportive and sustainable work environment. #HealthcareDelivery #Nursing #WorkforceBurnout #RNs #https://lnkd.in/exz6xCXE

15

2 Comments

I was deeply moved by the insights in this article. The challenges facing nursing leaders and the alarming rates of nurse turnover are truly concerning and require immediate, multi-faceted solutions.At CHN, we recognize that one of our greatest assets in addressing this crisis is the wealth of experience within our nursing workforce. Our roster of seasoned, veteran clinicians aren't just skilled at providing exceptional patient care - they also possess invaluable leadership and mentorship capabilities honed over decades in the field.By embedding CHN seasoned nurses within healthcare organizations, they supplement the leadership provided by nurse managers and mentors, and we can provide an immediate boost to the overburdened frontline nursing leaders highlighted in the report. Our experienced nurses understand firsthand the day-to-day realities and pressures faced by nurse managers. They are uniquely equipped to support other nurses, allowing management toattend to administrative workloads.More importantly, these veteran clinicians can leverage their deep expertise to offer personalized coaching, training, and support to the nursing teams they embed with. They know what it takes to maintain resilience, avoid burnout, and find joy and meaning in the profession—and they're passionate about passing that knowledge on.By facilitating regular, meaningful interactions between our seasoned nurses and the frontline staff, we can help address one of the key drivers of turnover identified in the report: the lack of individualized recognition, mentorship, and professional development opportunities. Our experienced clinicians are laser-focused on bolstering the skills, confidence, and engagement of the nurses they work with - empowering them to provide the highest level of patient care.The insights and best practices our seasoned nurses glean from their time embedded within different healthcare organizations can be invaluable. CHN will work to facilitate knowledge-sharing networks, enabling these veteran clinicians to collaborate, compare notes, and spread effective strategies for supporting nursing teams.In these turbulent times, the healthcare industry needs more than just warm bodies to fill vacant shifts. Facilities require experienced, resilient nursing leaders who can guide and uplift their teams. That's exactly what CHN Health Care Group is known for! We provide - seasoned, passionate nurse mentors who can make an immediate and lasting difference in the lives of frontline clinicians.#homecare #homehealthcare #travelnursing #alliedhealth #CHNHealthCareGroup #longtermcare #primarycarehttps://lnkd.in/gfBmen2j

2 Comments