Overcoming Staffing Concerns: Retaining Nursing Talent
Nursing shortages are hitting healthcare hard. In the US, projections estimate a shortage of nurses by 2026, like we have never seen before.
High turnover and burnout rates leave hospitals understaffed and nurses overwhelmed, especially after The COVID-19 Pandemic.
Healthcare stress and long shifts will cause a lack of staff by 2036, especially in Georgia, New Jersey, New Hampshire, and other central states in the country.
Fortunately, you're in the right place to find a solution to this problem.
This article will explore:
Keep reading to discover how to improve your hiring process and attract the best nursing talent to your organization and how to retain it to avoid the nurse shortage.
What Are Nurse Staffing Challenges?
Nurse staffing issues include staffing and workload, lack of career opportunities, immediate supervisor issues, compensation, and schedule. All this represents a critical problem in healthcare. And they’re marked by widespread shortages and complex underlying causes. The shortage and lack of employee retention affects hospitals, clinics, and care facilities globally.
Unfortunately, this increases workloads for existing staff and compromises patient care.
The current state reveals a significant gap between the demand for nursing services and the available workforce. Many countries report vacancies in nursing positions, even with Locum Staff solutions.
The thing is, projections indicate that the situation may worsen. There are many factors contributing to this shortage. We can think of an aging population requiring more care, an aging nursing workforce approaching retirement, and insufficient nursing graduates to fill the gap.
And there’s more.
The root causes of staffing issues stem from external pressures and internal systemic problems.
External Pressures
Externally, the increasing healthcare needs of a growing and aging population escalate demand.
Then, there are technological advancements that sure—may improve care. However, they also require nurses to gain new skills, which adds to their workload and stress.
Internal Problems
Internally, the profession faces a slew of challenges, such as burnout, high turnover rates, and dissatisfaction due to heavy workloads, mandatory overtime, and underappreciation.
These factors sadly deter new entrants and push existing nurses out of the profession.
External and internal problems are pushing employee satisfaction down and only growing the levels of healthcare industry stress, anxiety, depression, and burnout.
Additionally, educational and economic factors play a big part in the employee turnover rate.
Educational bottlenecks contribute significantly to the shortage. We’ve noticed limited faculty numbers and insufficient funding for nursing schools that result in many qualified applicants being turned away. This educational constraint slows the supply of new nurses entering the workforce.
Economic factors play a role, too. Funding constraints in the healthcare sector result in hiring freezes or staff reductions. And that’s despite growing patient numbers. Of course, the disparity in wage growth compared to other professions makes nursing less attractive financially.
To address these challenges, stakeholders like you must implement well-thought-out strategies. These include better working conditions, more investments in nursing education, and developing policies that support workforce sustainability. Consider what would happen without such interventions. Nurse staffing challenges will only continue to threaten healthcare quality and access.
That brings us to the next point:
6 Best Practices for Attracting and Retaining Nursing Talent
What can companies do to ensure employee satisfaction and fill all job openings, as well as ensure the retention of qualified candidates and nurses? These are our top 6 best practices.
1) Offer Competitive Salaries and Benefits Packages
Competitive salaries and benefits packages are a must to attract talent due to the industry’s skill-intensive and demanding nature.
Nurses gain an approximate annual salary of $77,460, which is not enough for a high-stress, high-risk job.
Taking into consideration that inflation is on the rise and that physiological help and self-care are not cheap, a nurse's salary is not enough for them to justify their long-term stay, causing a drop in employee retention.
Here's how you can make a difference:
Conduct a market analysis: First things first: understand the compensation landscape. To do that, research what similar institutions offer regarding salaries, health benefits, retirement plans, and other perks. Knowing this helps keep your offerings competitive. Plus, they will reflect the value you place on nursing talent.
Regularly review and adjust compensation: Show appreciation for your existing nursing staff by periodically reassessing and enhancing their salary and benefits. Adjustments should reflect their experience and dedication; this will significantly improve staff satisfaction and retention.
Here is how you can conduct a review in the healthcare industry:
Benefit Package and Quality Care Case Study: Baptist Medical Center
While there are many packages, severance, and benefits, these are some real hospitals that offer comprehensive care for their employees that we can learn from:
Benefits Offered by Baptist Medical Center
Baptist Medical Center, part of the Baptist Health network in Jacksonville, Florida, stands out for its commitment to employee well-being and professional growth. This hospital offers a range of benefits that cater to both personal and career needs, making it an excellent starting place for healthcare professionals, especially beginner nurses.
Here’s a table organizing the benefits offered by Baptist Medical Center:
| Category | Benefits |
|---|---|
| Professional Development |
|
| Work-Life Balance |
|
| Financial Assistance |
|
| Transportation |
|
2) Provide Opportunities for Professional Development
The healthcare sector is ever-changing, so how can you navigate it? Well, your workforce must possess skills and knowledge of the latest advancements and practices.
Potential employees are not the same as quality candidates.
That’s why you must recognize and facilitate nurses' professional growth to improve your current employees' engagement. It’s a key strategy in attracting and maintaining a dedicated nursing team.
Our research shows the following steps to implement this effectively:
Career pathway development: Establish clear and accessible career advancement routes within your organization. We’re talking about structured programs that allow nurses to progress based on acquired skills, certifications, experience, and, more importantly, to be happy in their careers.
How to CHOOSE the RIGHT Nursing Career path for YOU
Continuing education support: Cover expenses for professional development events. It can be anything from conferences to workshops or specialty courses. Ensure these opportunities are well-advertised and easily accessible to encourage participation.
Flexible scheduling for education: Offer flexible working hours or part-time positions to help your healthcare providers pursue further education. Basically, this will help nurses looking to advance their qualifications while continuing to work A LOT.
Mentorship programs: Implement a system where seasoned professionals guide and support newer nurses. These types of initiatives facilitate skill transfer and strengthen team bonds and morale.
3 Amazing Healthcare Development Programs:
Walden University: Offers different courses for nurses and other healthcare providers and practitioners to make nurses more qualified candidates.
Harvard Medical School: interdisciplinary understanding of the forces shaping healthcare delivery.
Catalyst Learning: increases the leadership ability and business acumen of your charge nurses.
3) Create a Supportive and Inclusive Work Environment
A supportive and inclusive work environment is a cornerstone of everything from professional well-being to job satisfaction. Such an environment attracts and retains more nursing talent because you’re offering a workplace that feels like a community.
Here’s how to cultivate this supportive culture and reduce talent shortage:
| Diversity and Inclusion | Open Communication | Strengthen Team Bonds |
|---|---|---|
| Implement initiatives that genuinely celebrate diversity and create an inclusive atmosphere. And not just on paper. For instance, consider conducting cultural competency training and setting up committees to address diversity issues. These steps ensure every team member feels valued and respected. | Establish open and honest communication channels, such as anonymous surveys or town hall meetings. We love these platforms because they allow nurses to voice their concerns and suggestions. You’ll only be reinforcing their sense of belonging and value within the organization. | Organize team-building activities, and don’t do it in a professional setting. Activities like retreats or informal gatherings truly enhance camaraderie and create a more cohesive team environment, albeit frequently mocked. And that’s essential for a supportive workplace. |
Promoting a Positive Work Environment and Improve Employee Performance
Our experience has shown that peer support groups are incredibly effective in building a supportive environment. In fact, 70% of employees think collaboration improves efficiency and the work environment. Let’s see this case study.
A hospital has hired a staffing agency to hire temporary workers because of high turnover and busy seasons; the HR team is full of administrative burdens and can’t really introduce the new employees to the whole team.
One team leader decides to implement 3 activities with the goal of improving the work environment, so he implements the following:
Ice breaker meeting
A team after-work dinner
A fun medical charade.
Before the activities, the old staff did not communicate with the temporary staff; additionally, employee morale was decreasing. Afterward, new employees felt more comfortable asking for help, and long-term staff felt at ease asking locum staff for help, reducing medical errors and improving administrative tasks.
4) Implement Flexible Scheduling and Work-Life Balance Initiatives
Nursing is a critical role, but a tired nurse can’t fulfill their role. Nursing professionals face relentless demands, and that’s generally understood. So, offering flexible scheduling and work-life balance is a solid strategy for you. That’s how you can get a dedicated nursing workforce.
In fact, 73% of nurses and nursing students would like flexible schedules.
However, in 2023, only 43.45% of nurses reported having a work-life balance, which means that more than half of working nurses do not have it.
This heavily impacts performance; many nurses can’t even attend important events or sleep well due to employee burnout.
Here’s a targeted approach to embedding these practices into your organizational culture:
Assess individual needs: Initiate surveys or discussions to understand your nursing staff's diverse scheduling needs. Flexibility could range from offering more days off, part-time opportunities, job-sharing arrangements, and catering to your team's varied life commitments.
Leverage technology for scheduling: Implement self-scheduling or shift-swapping systems that give nurses autonomy over their work hours. This conveys trust and respect for their personal commitments. You will even foster a sense of empowerment and satisfaction. Connecteam is a good tool here.
Managerial training on work-life balance: Train leadership to recognize the signs of burnout and prioritize their teams' well-being. Equipping them to offer flexible solutions actively supports nurses in managing work stress and personal life responsibilities.
Insider tip: Introduce a 'wind-down' program post-intensive shifts – this has proven to be a game-changer. Short, paid breaks for your employees – in this case, nurses – to unwind and recharge demonstrate a tangible commitment to their well-being.
You’re basically acknowledging their hard work and offering direct support. Such a thoughtful approach will distinguish your organization as a leader in prioritizing the health and happiness of its nursing staff. Ultimately, this will make it a highly desirable workplace.
5) Promote a Culture of Recognition and Appreciation
When the nursing staff's hard work is recognized, it becomes a powerful tool for building loyalty and motivation. In the high-pressure healthcare environment, feeling valued can significantly influence a nurse's decision to stay with an organization. Here's is how to do it:
Institutionalize Recognition Programs
Establish formal programs to celebrate individual and team achievements across various aspects of nursing work. Think of everything from patient care excellence to innovation and teamwork.
This could include 'Employee of the Month' awards or annual ceremonies that honor exceptional service and contributions.
Incorporate Informal Acknowledgments
Make recognition a part of the daily work culture through shout-outs during meetings or personalized thank-you notes. Such regular affirmations contribute to a positive atmosphere where nurses feel continuously valued.
Ensure Inclusivity in Recognition
Design your recognition initiatives to celebrate the wide range of contributions made by the nursing staff. Acknowledging clinical skills, leadership, mentorship, and innovation ensures everyone feels their efforts are seen and appreciated.
The Power Of Recognition
Personalize the recognition process to enhance its impact on your organization. It's essential to offer a selection of rewards so staff can choose what they value most.
In this case study, a nurse who had been working for 12 hours a day in a busy season was about to quit her job; her biggest challenge was to take care of so many patients; the hospital HR team is working on getting her some help, and they are almost done with the onboarding process.
Additionally, they have heard some positive feedback only from patients who have been under her care. While the HR team addresses the healthcare staffing shortage in their organization, the leadership team has decided to provide special recognition for her hard work and give a salary increase.
This decision alone has empowered her to stay, knowing that soon she’ll get the help she needs at work.
6) Invest in Modern Technology and Resources to Ease Workloads
Investment in modern technology and resources is essential in today's healthcare environment. Nurses seek workplaces that support their efforts with the latest tools and technologies because that reduces unnecessary stress and inefficiency.
Here's a strategic approach to making technology work for you:
Conduct technology assessments: Make it a priority to review and evaluate the current technological tools and resources available to your nursing staff. Identify areas where upgrades or new implementations could significantly bump up work efficiency and satisfaction.
Involve nursing staff in technology decisions: Engage your nursing team in selecting and evaluating new technologies. The uncertain future of tech might be stressful for some of them, so inclusion isn’t just about being considerate. It ensures the adopted solutions genuinely meet the specific needs of your staff. And that creates a sense of ownership and satisfaction.
Offer comprehensive training: Whenever new technologies are introduced, provide thorough training programs to ensure all nursing staff is comfortable and proficient. Well-designed training sessions minimize resistance to change and maximize the efficiency gains from new technology.
Insider tip: A proactive approach to integrating technology is key to retaining nursing talent. We recommend you establish a feedback loop that allows nursing staff to propose technological enhancements and evaluate the impact of newly implemented tools. This ongoing dialogue improves operational efficiency and demonstrates your commitment to investing in your staff's work environment. In other words, you’re signaling to current and potential nursing talent that you are dedicated to maintaining a cutting-edge, supportive workplace.
2 Biggest Mistakes to Avoid To Decrease Employee Turnover Rate
While implementing all these strategies is essential to reduce the common staffing challenge in the medical industry, there are also errors to avoid. These are the most common ones.
Neglecting Employee Development
Failing to provide opportunities for employees to learn, grow, and advance within the company is a big mistake. This includes limited training programs, lack of mentorship, and no clear career paths.
A study by LinkedIn found that 94% of employees would stay longer at a company that invested in their career development.
When employees feel stagnant in their roles, they become disengaged and seek opportunities elsewhere.
Ignoring Employee Feedback & Concerns
You should actively listen to employee feedback, concerns, and suggestions for improvement. Otherwise, you will create a culture of silence and disengagement.
Employees feel unheard and undervalued, leading to decreased job satisfaction and increased turnover.
In fact, a study by Gallup found that only 34% of employees strongly agree that their opinions count at work.
Attract and Retain the Best Nursing Talent
In this article, we explored the various strategies and practical steps your organization can take to battle the complexities of staffing. We specifically focus on attracting and retaining skilled nursing professionals.
Here’s the point:
Understanding the root causes of staffing challenges helps you choose effective methods for building a more resilient and satisfied nursing workforce. And you’ll be able to do it through the lens of your organization’s needs and goals.
To summarize, it's essential to offer competitive compensation, create a supportive work environment, and provide professional growth and development opportunities. Recognizing your nursing staff's hard work and dedication through appreciation programs can also significantly boost morale and loyalty.
So, consider how the strategies discussed can be adapted and implemented within your organization. Then, start creating a more attractive and rewarding workplace for your nursing talent.
FAQs
Why are there staffing issues in healthcare?
Burnout
High stress
Long hours
Aging workforce
Increased demand
Insufficient training programs
Poor compensation & benefits
Which physicians are the most burnt out?
Physicians in emergency departments face high patient volumes, unpredictable schedules, and high-pressure situations. Surgeons work long hours, experience high physical and mental health demands, and face the pressure of patient outcomes. Primary care nurses face increasing patient volumes, administrative burdens, and the pressure of managing chronic diseases.
How can we treat the healthcare staffing shortage?
Implement measures like flexible schedules, reduced overtime, and improved support systems to reduce burnout. Expand nursing schools and residency programs to increase the number of healthcare professionals entering the workforce and using advanced technology.
What are Locum Staff agents?
Locum Staff agents are recruitment agencies that specialize in finding temporary physicians to fill short-term vacancies at hospitals. They act as intermediaries between healthcare facilities and physicians and can be a great solution for nurse staffing needs.
