Ilana Borkenstein RN, MBA’s Post

While the 2024 Becker's Nurse Salary and Job satisfaction report showed an increase in nurse salaries of 2.6% since 2002, the survey also showed Workplace violence from patients, patients' family members, and even colleagues remain a pressing concern for nurses. As more and more healthcare systems have begun to implement the use of staff worn duress buttons #CommureStrongline #StronglinePro, we are hearing nurses strongly voice that with these systems in place they feel safer, more valued and will only work in healthcare systems that have adopted these approaches to help ensure their safety in the workplace. The way to keep nurses at the bedside is to involve the nurses in the conversation around the decisions for what they need to be able to provide high quality care and be safe in their workplace. #prioritizenursesafety

Hospitals often struggle to keep nursing staff for various reasons, both personal and organizational. "Nursing leaders in hospitals around the country are on the front lines of an ongoing nursing shortage. They’re also dealing with retention issues of their own." These might be just some of the common factors: Workload and Burnout: Heavy workloads and long hours can lead to burnout. Insufficient staffing increases stress and dissatisfaction. Lack of Recognition and Appreciation: Nurses feel undervalued without acknowledgment for hard work. Lack of appreciation leads to job dissatisfaction. Inadequate Compensation: Low salaries and limited benefits make it hard to meet financial needs. Competitive packages elsewhere attract nurses away. Limited Professional Development Opportunities: Lack of career growth and development discourages nurses. Environments supporting education and skill enhancement are preferred. Poor Work-Life Balance: Overtime, irregular schedules, and demanding hours impact balance. Lack of scheduling flexibility contributes to dissatisfaction. Inadequate Support and Resources: Limited access to essential resources hinders quality care. Insufficient support from management and peers causes dissatisfaction. Unhealthy Organizational Culture: Toxic work environments and lack of teamwork drive nurses away. An unhealthy culture impacts morale and satisfaction. Poor Communication: Ineffective communication causes misunderstandings and frustration. Lack of transparency erodes trust. Inadequate Staffing Planning: Poor workforce planning leads to understaffing. Constant understaffing increases stress and dissatisfaction. Issues with Leadership: Ineffective or unsupportive leadership negatively impacts the environment. Lack of clear leadership direction and inconsistent management practices contribute to dissatisfaction. What would you add and what is the answer? #nurserecruitment #nurses #nursestaffing #retention https://lnkd.in/eA8yQnzj

Nurses have excellent job security and a wide range of employment options. Many nurses also enjoy the flexibility of working different shifts or part-time hours, which can be a good fit for those who want to balance work and family life. If you're looking for a career that allows you to use your compassion, intelligence, and desire to help others, then nursing might be the perfect fit. It's a field that offers a secure future, endless opportunities for growth, and the constant satisfaction of making a positive impact on people's lives. 𝗨𝗻𝗹𝗲𝗮𝘀𝗵 𝘆𝗼𝘂𝗿 𝗶𝗻𝗻𝗲𝗿 𝗵𝗲𝗿𝗼. 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝘁𝗵𝗿𝗶𝗹𝗹𝗶𝗻𝗴 𝗻𝘂𝗿𝘀𝗶𝗻𝗴 𝗷𝗼𝗯𝘀 𝗵𝗲𝗿𝗲. ➡️ https://lnkd.in/dvuHmEMr #NursingFacts #Healthcare #PatientCare #CareerGrowth #CambayHealthcare

Nurse burnout and retention are ongoing challenges in healthcare. The key to overcoming these lies in creating a positive work environment. Why does this matter? Higher job satisfaction Better patient care outcomes Lower turnover rates Stronger team collaboration Increased morale and productivity At NurseRegistry, we believe that investing in supportive leadership, open communication, and professional growth opportunities can transform nursing workplaces from good to great. Providing the right support staff is essential to maintaining a positive environment and ensuring nurses have the resources they need. Learn more about creating a positive work environment for nurses here. #nursesupport #workplaceculture

"Healthcare leaders will not be able to buy their way out of the problem and achieve the nurse staffing levels they seek. According to a survey of healthcare executives, 77% say they have increased wages for nurses by 20% or more, yet 86% still saw 10% or more of their nursing staff quit in 2023. These nurses sought work elsewhere or left the field altogether, whether for their own self-preservation or for the sake of their families." Interesting read on Nurse Staffing Challenges in the present market. I'm curious to know from my nursing network what changes you'd recommend making your workplace more enjoyable! https://lnkd.in/eCyZyJJJ

The #1 reason hospitals struggle with nurse retention:   They focus on policies, not people.   • Overloading nurses with too many patients • Skimping on training and development opportunities • Neglecting to address burnout and mental health   The result? Nurses feel unsupported and undervalued.   Here's what I advise hospitals to do instead:   1. Prioritize a healthy work-life balance for nurses 2. Invest in ongoing education and career growth 3. Foster a culture of open communication and feedback  4. Recognize and reward nurses' hard work regularly  5. Provide resources to manage stress and prevent burnout   Don't wait for nurses to reach their breaking point.   Start supporting them before they're ready to quit.   Listen to their needs and take meaningful action.   Show them you value their well-being and contributions.   Implement changes that make a real difference in their lives.   Treating nurses as vital assets, not expendable resources, is how you boost retention and build a loyal team.   P.S. What are your thoughts on nurse retention?How can we make things better for them?

I cannot speak enough to the value of self-scheduling! I'm so glad to see how it has made a comeback, and one of my favorite functionalities that QGenda provides it's customers. We really have this mastered and I'm so excited when it comes up on a demo! It's not just the nurses who value the flexibility and autonomy self-scheduling provides, but the managers as well. "For nurses managers, self-scheduling is also a win-win, she said. The practice allows them to spend less time scheduling and processing change requests and more time on needle-moving activities such as rounding or mentoring staff. The practice can also decrease absenteeism since staff members are setting their own hours." #nurseretention #workforcemanagement #selfscheduling #nursescheduling #nurserecruitment #healthcare #healthcarescheduling #timeandattendance https://lnkd.in/edXguaf7

Interesting article on how health systems are leaning into nurse self-scheduling. What #nursemanagers and #nurses are currently utilizing #selfscheduling? Share in the comments below what tool/technology you're utilizing for self-scheduling and how it's working.🏥 Embracing Nurse Empowerment: Self-Scheduling Revolutionizes Work-Life Balance. #NurseEmpowerment #FlexibleScheduling #HealthcareInnovation #HealthSystems

As Nurses Week 2024 comes to a close, it's important to reflect on how systemic structures and processes have evolved over the past 20 years to create less than ideal conditions for nurses in direct patient care settings. Nurses no longer desire work in direct patient care settings and are leaving the profession at rates never seen before! Consider the entry-to-exit process for nurses: from the job application process to onboarding, acclimating to an organization's culture, and even leaving the organization. Here are some factors to think about: - Job applications can take a minimum of 30-60 days for any feedback or response, and ghosting is a real concern. - Interviews can consist of multiple panels over several hours, if you are even selected. - Onboarding can take an additional 30+ days, and even experienced nurses can struggle to acclimate to a new organization's culture and environment. - Nurses often face toxic environments and a lack of psychological safety in the workplace due to accepted and unaddressed behaviors. - Assignments may be made based on patient proximity rather than acuity, and nurses may feel coerced into working overtime. What evidence-based safe nurse staffing methodology is used in the organization (https://lnkd.in/g7wSx4eS)? - Transferring to new areas can also be difficult due to management blocking transfers and there can be pay discrepancies despite similar patient conditions. - Lastly, while exit interviews are encouraged, stay interviews and frequent check-ins are not yet standard. It's important to address these issues to create better working conditions for nurses and prevent burnout. What other factors do you think are important to consider? Check out this article: https://lnkd.in/gHHyCPGz

If you work in healthcare, this one is for you 🏥 The two biggest contributors to nurse aide turnover are hours scheduled and scheduling the wrong mix of co-workers. Understanding these nuances can help healthcare organizations schedule in a way that lowers turnover, increases employee morale, and improves patient care. New research from WSU Carson College of Business, University of Cincinnati Carl H. Lindner College of Business, and Indiana University - Kelley School of Business reveals what nurse schedulers should consider to build more cohesive and high-performing teams. #CarsonInsights #GoCougs #nursing #healthcare #healthcareleadership https://lnkd.in/gDuQ_qqY