These three words are dominating the media when it comes to nursing. Facilities attempt to retain their current staff while also trying to combat the ever-increasing staffing shortage by recruiting new hires. Staff are also reminded and educated on ways to be resilient and how to prevent burnout.
Unfortunately in America, even nonprofit hospitals have to be run like a business. Our bedside nurses are the number one asset to a successful hospital as they care for the income drivers.. the patients. Bedside nursing is a physically and emotionally demanding job that wears on even the best of nurses. I left the bedside for these reasons and also to follow my career path of leadership and education. By accepting my position into Nursing Professional Development, I see the leadership perspective of how to run a hospital.
Yes, staffing is a problem. Yes, nurses are not getting paid enough. Yes, there are more and more demands placed on nursing without incentives or relief. But, one of the main issues regarding increasing nursing staff is actually getting additional nurses into the door. The time to hire is a challenge for many organizations. This can be related to slow HR processes (they are short-staffed, too) and/or the amount of time it takes to train a nurse for the assigned unit. Even an experienced nurse can take several weeks to get acclimated to a facilities’ policies and procedures. Certain positions, such as the OR and Critical Care, are noted to be some of most challenging positions to fill due to the scope and specialty.
According to the 2022 NSI report, “on average, it takes 87 days (3 months) to recruit an experienced RN.” During this period, more staff may be leaving, additional positions, and the cycle continues. As the need increases, the vacancy rates continue to increase, and bedside nurses leave due to thin staffing, hospitals cannot keep up with the demand.
I write this mainly to draw attention to our strained and flawed healthcare system. Pay incentives and large recruitment bonuses are only temporary solutions. Long-term solutions can only be successful if we can recruit, retain, and promote resilience within our organizations. Be sure to listen to the staff, be transparent, suit their needs, and acknowledge the work that each individual contributes.
Until next shift,
Shania
Click to access NSI_National_Health_Care_Retention_Report.pdf