Alliance Rural & Remote Health’s Post

Career development and more targeted benefits are among the top ways that senior living operators are seeking to better support employees ahead of 2025. Operators today contend with a range of workforce challenges, including the lack of licensed nursing staff and contend with the steep responsibilities associated with providing care to today’s senior living residents. (link in comments)

Cheers to Stoyan on his journey from staff nurse to Branch Nurse🎉 His unique mix of clinical expertise and IT savvy makes him a valuable addition to our team. Remember, careers in care can be fulfilling and transformative. No matter where you're from or what you've done, you can make a substantial difference💪 #CareerChangeToCare #TransferableSkills #AllLeaversAllLevels

Some nursing home administrators might not like hearing this, but it's the truth: Staff don’t leave the job; they leave the environment. It’s not just about the hours or the patients—it’s about how they’re treated, supported, and valued. Here’s what skilled nursing staff are actually leaving: 1️⃣ Inconsistent scheduling and lack of work-life balance. 2️⃣ Toxic workplace dynamics that go unaddressed. 3️⃣ Feeling undervalued and unappreciated. 4️⃣ Micromanagement and lack of trust in their abilities. 5️⃣ Limited career growth opportunities or mentorship. 6️⃣ Poor staffing ratios, leading to constant burnout. 7️⃣ Lack of communication from leadership. 8️⃣ Misalignment between values and organizational culture. 💡 Here’s the real takeaway: 74% of skilled nursing staff leave due to a negative work environment—not the nature of the work itself. Want to retain your staff? Start by fixing the environment. The more we prioritize staff well-being, the better care we can provide for our residents.

Tell us in the comments, what are the key factors you consider in a contract nursing role? 🤔 Whether it’s location preferences, career growth opportunities, work-life balance, or something completely different — we want to know.

Are you ready for the BIG TIME? At Nursing Front, we’re not just a job board; we’re a platform for premium employers. Does your organization prioritize: ✅ Transparent Pay – Because fair compensation builds trust. ✅ Work-Life Balance – Flexible roles that let nurses thrive personally and professionally. ✅ Supportive Environments – Cultures where nurses feel valued and empowered. Nurses are the backbone of healthcare. They deserve workplaces that reflect their worth. When you join Nursing Front as a premium employer, you’re not only filling positions, you’re attracting top talent who are motivated, skilled, and aligned with your mission. Learn how to partner with us and stand out as an employer of choice. Visit nursingfront.com or reach out directly to discuss how we can help you build a team that drives excellence. #NursingFront #NurseEmpowerment #WorkLifeBalance #EmployerExcellence #HealthcareLeadership

Day 2: My offa community posting experience Healthcare isn’t just in hospitals—it's in our communities. Want to know how community health is redefining care? Let’s dive in! Community health- "grassroots care" emphasizes the idea that healthcare should be accessible, equitable, and effective for everyone, regardless of their background or where they live. Community health involves educating people, offering preventive services, and addressing health issues that are specific to each community. This approach builds trust, fosters collaboration, and ensures that healthcare is accessible to those who need it most, especially in underserved areas. Clinical rotations are where theory meets action, and for us student nurses, they provide us the perfect opportunity to gain experience that sets us apart as a future nurse leader! I believe community health posting is the perfect launchpad for real-world nursing skills—connecting with patients, honing your education and advocacy abilities, and empowering you to make a lasting impact on community health. Nurses and senior colleagues, we’d love to hear from you! Share your community health posting experiences—what stood out for you, and how did it shape your nursing journey? #NursingStudent #CommunityHealth #ServiceToHumanity #LearningThroughService #OffaCommunityExperience

I speak to Healthcare professionals every day. These are the top 3 areas they focus on to retain staff: 1. Offer Competitive Compensation and Benefits Fair Pay: Ensure nurses are paid competitively based on industry standards, experience, and job responsibilities. Regular salary reviews can help address inflation and cost-of-living adjustments. Benefits Package: Provide comprehensive benefits including, retirement plans, paid time off, and wellness programs. Consider additional perks such as a Blue Light card, paid DBS check and wellbeing centres. 2. Foster a Positive Work Environment Respect and Recognition: Regularly acknowledge nurses for their hard work and contributions. Public recognition, bonuses, or awards can boost morale. Teamwork and Collaboration: Promote a culture of respect, where teamwork is emphasised, and all staff members, including nurses, feel supported by their colleagues and leadership. Safe Staffing Levels: Avoid understaffing to ensure that nurses aren't overworked, which can contribute to burnout. Adequate nurse-to-patient ratios improve job satisfaction and patient outcomes. 3. Provide Professional Development Opportunities Training and Education: Offer continuing education programs and opportunities for nurses to advance their skills and knowledge. This can include access to certifications, workshops, and seminars in specialised areas of nursing. Career Advancement: Create clear pathways for career progression within the organisation. Nurses should know there are opportunities for advancement into leadership roles or specialised positions, such as nurse practitioner or nurse educator. of course there are other important factors such as work-life balance, addressing burnout and more, but if you want to keep your staff, remember these key points! If you would like to know more about staff retention, or have a chat about the industry, feel free to drop me a message. https://lnkd.in/eWqzpUFz

I read a post recently where a new nurse manager was asking for help with resources and community to help her succeed in her new role. She was overwhelmed and felt she was ‘in over her head’.   The responses sat squarely in two camps: -      Take a leadership course -      Talk to your staff to find out what they need   My initial response to this post was frustration and a touch of anger. I needed to take some time and reflect on my own response before I felt that I could weigh in.   Isn’t it interesting how easily our buttons can be pushed?   I discovered a few things:   -      Telling a new nurse manager (or anyone starting something new for that matter) to take a course for the skills they are looking for help with is insensitive and only slightly useful. Don’t get me wrong, extra education is extremely powerful and necessary, but in this case she was looking for immediate assistance. She was looking for a guide or a mentor to help her navigate this new terrain, and I felt that this response was lazy and diminishing.    -      Talking to your staff and engaging them in conversation about what they require is essential in leadership, but it is only part of the picture. This new nurse manager was looking for practical assistance in how she approached this new role. Not all of that is about staff engagement.   -      I am triggered by the lack of consideration and empathy given to nurses willing to step up and into such demanding roles. I appreciate that some will give opinions without understanding what the demands actually are, but I am disappointed that the first responses aren’t more along the lines of:   o  “Good for you for taking this on! We desperately need nurses to take these roles on. Here are my thoughts about the first things you might consider…” o  “Congratulations on this appointment – feel free to DM – I am happy to talk you through some things to focus on first…”   Or even…   o  “Well done – not sure I have anything to add but good luck with this!”   I know that healthcare is under ever-increasing pressure. I know that we need leaders to take on more non-clinical functions than ever before.   Supporting new nurse leaders is essential in keeping talented staff in healthcare.   Kindness goes further than we can imagine – the lack of it can resonate even further. #q3women #nurseleader #leadership #nurseburnout

Welcome to the Stronger Nurse Universe Orientation, where a seasoned travel nurse shares insights to transform lives in just 12 months. Beyond skills, we value motivations, goals, and aspirations, aiming to challenge and support each other. The orientation series revolves around five pillars: 1. Building Networks: Recognizing the value of connections, we focus on expanding circles to surround individuals with like-minded peers who elevate them. 2. Embracing Failure: Acknowledging failure as part of success, we encourage embracing it, learning from it, and using it as fuel for growth. 3. Starting Investing: Taking control of financial futures involves learning about investments and leveraging money to work for individuals. 4. Understanding Compounding: Unveiling the power of compounding interest, we explore how it accelerates journeys to financial freedom. 5. Prioritizing Education: Advocating for continuous learning and mentorship, we emphasize investing in oneself for personal and professional advancement. By implementing these strategies, individuals embark on paths toward their aspirations, empowered to achieve goals and lead fulfilling lives. Join the Stronger Nurse Universe for exclusive content and transformative experiences. Welcome!

Ready to take your nursing career remote? Our Remote Nursing Career Guide has everything you need to get started: industry insights, salary details, top hiring companies, and the future of #remotenursing roles. Click the link in comments to explore your path to a flexible nursing career today! #HealthcareCareers #WorkFromHome