How Many Types Of Leadership Styles Are There In Nursing 7 Most Common Nurse Retention Mistakes

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7 Most Common Nurse Retention Mistakes

I have met many of today’s nursing directors, human resources professionals and health care managers, and I have spoken to hundreds, perhaps thousands of professionals. business.

I often wonder why these powerful institutions in the industry are all struggling with the same nagging problem – recruiting and retaining nurses – and why they keep repeating the same mistakes. normal behavior. I recently found the answer to my question during a conference given by LeAnn Thieman, author of the best seller “Chicken Soup for the Nurse’s Soul,” during the Texas Association of Nurses Executives Annual Conference.

The presentation inspired me to write “The 7 Most Common Mistakes Nurses Make,” inspired by the many professionals I met, including Thieman. I hope this is simple, but useful advice to help organizations find real solutions to the challenges of hiring and retaining quality nurses.

How many of the 7 most common mistakes can you recognize in your organization?

1. Insufficient staff

Many hospitals today struggle to find and retain nurses. The reasons are many: layoffs in the 1990s were used to pay for health care costs, a shortage of college nurses, and perhaps even less job satisfaction from Millennials. However, the same happens when there is a long-term shortage of nursing staff. As employees absorb more work, stress increases and job satisfaction declines, leading to more turnover. And so the cycle continues. We have been contacted by hospitals that have been trying for years to manage nurse-to-patient quality, but despite their efforts, the problem is getting worse. They are anxious; Nurses are not happy, and patients are willing to suffer, as well as patient safety.

With all its complexities and constant changes, today’s medical environment requires a new approach. A multi-faceted recruitment and retention process that starts with identifying the right nursing staff for your location, setting up recruitment and brand retention plan and implement short- and long-term recruitment strategies.

2. The training of forgotten subjects

Many users find that even if they have training programs in place, the results are mixed. Nurses are not performing well or enjoying their new job as expected. Why? It may be due to insufficient training to prepare nurses for all the activities and expectations that will determine the success of their organization.

What better way to learn this than from an employee who works and nurses are currently successful in the profession. I want our people to get a nurse service. Start by asking yourself, “Who in my organization do I need more of?” Then narrow your pool by deciding who has the desire to share. These are your preceptors. They are strong nurses who are willing to participate.

Remember, a good nurse is not necessarily a good teacher. We teach all of our nursing facilities specialized communication and learning applications to prepare them for caregiver responsibilities. Look for these skills in your employees or consider training them. Then, don’t forget to adjust your preceptors’ work schedule to account for their new job, so they don’t get overwhelmed quickly.

3. Damage

Every organization has values, beliefs and attitudes that define it and guide its practices. An employee who believes in these values ​​supports the organization, as well as fellow employees. But, someone who is out of step with the company culture will damage morale and affect your team’s performance. In a stressful, fast-paced environment where employees participate in effective team work, leadership is critical. So, whether you are working for staff or relying on an organization to train travel or international nurses, find the right treatment and leadership such as for your organization. Ask how the nurses are trained, so you know they will fit into the American health care system and understand the needs of American patients. Is your nursing profession prepared to address Americans’ health concerns and expectations of their health care providers? Do they understand the role of relationships and consent?

Ensuring leadership for your organization will boost your team’s performance and promote long-term retention.

4. Unemployment compensation and employment

Not everyone is motivated by money, but recruiting and insurance issues are all but guaranteed if your health care benefits don’t keep up with people. competitive business. Remember, payment means different things to different people. So, whether it’s salary, bonuses, working hours or vacation time, know what your competitors are offering and match or exceed that to ensure you don’t lose out. the best nurse.

5. Planning ideas that are not

The best nurses are often the hardest to find, and even harder to retain. You need a plan. Involve all stakeholders in developing your solutions, especially the nurses on the floor. Think beyond your means. Consider all options before deciding what works best for your organization. Is hiring a bonus valid? Will they help build a long-term, stable nursing team? How do international nurses work? How will you measure the effectiveness of your ideas?

6. Boomers versus Millennials

By now, we all know that these two different generations communicate, work and think, well… very differently. But, what does that mean for your organization and how have you prepared your nursing team? Building relationships outside of our favorite, niche groups isn’t common for most adults – especially Boomers. After all, we have spent a lot of time creating models and models, and we appreciate those who think the same. Without enough motivation, that will not change. Boomers need to look beyond the “lack of work ethic” they see in young people, and Millennials need to think beyond “Boomers are just against change.” To benefit all generations, your organization must facilitate a conversation that fosters understanding and appreciation for all contributing groups. Only then will you have a fully functional, diverse group of people.

7. The competition is fierce

A client in one state complained to me that, while he thought he was winning the nurse shortage battle, a competitor from a neighboring state had leave a nearby hotel, and find and interview his nurse – offering bonuses and better working hours. My answer to that is to refer to items 1 through 6 above.

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