How To Solve the Retention Crisis in Healthcare?

by
Saniya Mahajan
November 10, 2022

How To Solve the Retention Crisis in Healthcare?

When it comes to the number of workers in the health sector,  Before the pandemic, registered nurses accounted for 30% of total hospital employment in 2019, with more than 1.8 million jobs. In the post-pandemic era of health care, an average of nearly 195,000 registered nurse openings are expected each year over the next 10 years. This number of places is largely associated with urgent needs and greater patient demand. Healthcare facilities continue to struggle to meet staffing needs and increase retention efforts.

In 2021, 100,000 nurses left the profession, and up to 1/3 of nurses are currently considering leaving.

This effort should be based on one simple idea: listen to the nurses.

Amplifying Nurses' Voices

Nurses on the floor navigate exhaustion and burnout, concerns about patient safety, lack of recognition, and enormous real-time pressure. They are in tune not only with their needs and the needs of their patients but also with acceptable solutions to address them. For many nurses, navigating these issues begins with flexibility.

When nurses feel they can speak and the device listens, they gain new opportunities to make a difference. Emphasizing their voices in decision-making shows respect for their expertise and strengthens support for them in providing compassionate care.

The first step is to take what we have learned by listening to the nurses. Providing support as your device deals with maintaining and taking action on behalf of its needs is where your device can shine.

Prioritizing Flexibility in Healthcare

Flexibility is key to keeping nurses in the workforce because it allows them to schedule their personal lives and leave when needed.The modern nurse has a new definition of flexibility. What is the new purpose of flexibility? They want to control:

  • when, where, and how many hours they work
  • minus the traditional restrictions of minimum shift requirements
  • without forced overtime and countless communications begging them to come to work

The new generation wants to be their own boss.

One-way organizations prioritize their employees is to create intentional and informed recruitment and retention strategies. Organizations also benefit financially from these strategies. Read the blog to Top 3 Strategies for Recruitment and Retention of APRNs and PAs” to know how this strategy can impact your facility."

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