By Kristina Rua (MSN, RN, OCN, ONN-CG), Bisk’s Healthcare Channel Director
As we wrap up May — National Nurses’ Month —I am left pondering on the state of healthcare in our country. COVID-19 precipitated an already precarious staffing shortage and government agencies, nursing associations, healthcare systems and institutions of higher education are scrambling to try and find solutions. Millions of dollars are being allocated to aid in the expansion of nursing school programs, creation of residency programs and innovative collaborations amongst healthcare systems and institutions of higher education. Creating more nurses, however, is a temporary fix. Recent surveys have shown that over 67% of current nurses have the intent to leave the profession within the next three years, mostly because of unhealthy work environments. Onboarding new nurses without solving one of the root causes of the mass exodus will be a bandage on the wound.
McKinsey and Company surveyed nurses in November 2021 and through the results identified opportunities for healthcare systems (HCS) to focus on workforce retention, including employee needs and preferences along with the following:
- Focus on environmental factors such as team dynamics, recognition, flexibility and purpose
- Alignment of total rewards with organizational strategy ensuring they meet the holistic needs of the staff (i.e., dependent daycare and mental-health services)
- Expansion of continuing education programs
- Minimizing workload strains through innovation
- Training and resources for leadership to support the individual needs of their team
In essence, the nurses surveyed are alluding to the creation of what the American Association of Critical Care Nurses’ (AACN) refers to as a Healthy Work Environment (HWE). Research has shown that creating a HWE will lead to more engaged nurses, lower turnover rates, decreased burnout and overall better patient care. The AACN’s data has consistently shown that HCS organizations that implement HWE standards outperform those that have not. Through implementation of the six evidence-based, essential standards, the AACN has been able to “produce effective and sustainable outcomes for both patients and nurses.” The standards include:
- Skilled communication
- True collaboration
- Effective decision making
- Appropriate staffing
- Meaningful recognition
- Authentic leadership
When you apply the data found in the McKinsey survey and correlate it to the AACN standards, it is apparent to retain healthcare professionals HCS must focus on evaluating the health of their institutions. Identifying those standards that currently need improvement in a particular HCS will not only aid in workforce retention but will create more personalized programs and support for the employees. A satisfied employee is not only less likely to leave the institution but more likely to recommend their place of work to others and spread the word as to initiatives taken by their HCS to colleagues and the community.
Fixing the internal struggles of a HCS, in conjunction with the initiatives being created by institutions of higher learning and government agencies, will lead to workforce retention and growth. With time and continuous engagement from HCS leaders, the precarious staffing shortage exacerbated by the COVID-19 pandemic will gradually improve. The most trusted profession in the country will once again be empowered to provide the care needed to patients without experiencing emotional and physical distress in doing so.
To watch Bisk’s recent healthcare discussion, check out our webinar, “The Crisis of Leadership in Healthcare: Issues Before, During & After COVID”, which discussed the healthcare crisis and the experiences learned during the ongoing pandemic. And contact Bisk’s Healthcare Channel Director Kristina Rua to schedule time to learn more about Bisk’s best-in-class content, digital learning and online program management for nursing programs.
