In-House Health’s Post

Recently, the American Nurses Foundation released the results of its fourth #MentalHealth and wellness survey to shed light on where the nursing profession is today. As we continue to recover from the pandemic, it's important that we have an accurate understanding of where nurses are at and what they need to succeed. Here are some important findings from the report: - Nurse turnover is still above pre-pandemic levels. This is mainly due to insufficient staffing, feeling unvalued by their organization, and inadequate compensation. - 56% of nurses are experiencing #burnout, including emotional exhaustion, and 64% say they feel “a great deal of stress because of their job.” - 2/3 of nurses who said they are suffering mental anguish or toxic emotions are either not seeking or not receiving mental health support. These findings prove that we still have a lot of work to do to give nurses the support they need to remain happy, healthy, and successful. But with the #NewYear around the corner, we should use this as an opportunity to revisit our strategies once again to make 2024 a better year for #healthcare all around.

Aside from the essentials of compensation, shift, and schedule, work culture is one of the areas mentioned most by nurses when evaluating their current or potential future workplace. This article codifies some areas of what's present in a positive nursing culture. Looking for more of this on your unit? DM me directly or email ForytP@mlhs.org to learn more about opportunities Main Line Health! https://lnkd.in/gvpuVjEh #MainLineHealth #fearlesslyauthentic #mlhmoments

Nurses are the backbone of our healthcare system. But their mental and emotional health urgently needs first aid, according to the American Nursing Foundation. Here’s what nurses said in an ANA survey released in November: ➤ 66% felt stressed in the previous 14 days. ➤ 61% felt frustrated in the previous 14 days. ➤ 66% were facing mild to severe burnout. ➤ 39% were definitely quitting or likely to quit in the next 6 months. What makes nurses want to leave their jobs? Understaffing, underappreciation, compensation, workloads, and work-life balance fill out the top of the list. See more data and read the report on the ANA’s website (American Nurses Foundation, Pulse on the Nation's Nurses Survey Series: Mental Health and Wellness Survey 4, May 2023): #nurses #healthcare #burnout #workforcemanagement

The American Nurses Foundation Urges Action on Critical Workforce Challenges. Let's Talk Solutions! 💬👩⚕️🚀 Adding onto a previous post on mental health, I recently came across a pivotal article from the American Nurses Foundation that addresses pressing challenges within our esteemed nursing workforce. The essence of the matter is clear: action is imperative. Approximately 40% of surveyed nurses expressed a lack of control over their workload, characterizing their day-to-day tasks as hectic or intense. Compounding the issue, two-thirds of nurses experiencing mental anguish or toxic emotions either do not seek or do not receive mental health support. Additionally, 56% of these individuals note the presence of stigma within the healthcare provider community associated with seeking mental health care. As members who rely on our healthcare community, it is paramount for us to collectively strategize on supporting our dedicated nurses who tirelessly contribute to the well-being of our society. I invite you to share your reflections and insights on how we can collaboratively address these challenges. Let's engage in meaningful dialogue and explore actionable solutions. Your considered input is highly valued. 💬💼 Delve into the comprehensive insights provided by the American Nurses Foundation: https://lnkd.in/g2AeVSyH #HealthcareLeadership #NursingExcellence #ProfessionalDevelopment #HealthcareCommunity #StrategicAction #PublicHealth #MentalHealth #Healthcare

For National Nurses Month, we’re putting the spotlight on a pervasive problem in the health care industry: nursing burnout. What does it take to support nurses’ wellbeing in a highly stressful profession? Here are 7 work wellbeing strategies that will help make more nurses want to work for your organization — and stick around longer. https://lnkd.in/gBYQip35

Nurse managers are forced to make impossible decisions every day. You would think that I am talking about critical patient care decisions. And sometimes, that is the case. But sadly, more often, nurse managers have to make near-impossible staffing decisions on a daily basis. ❓Who should I float today? ❓How am I going to negotiate with other nurse managers to protect my staff? ❓Who was the last person put on call? ❓Who just asked me to be put on call? ❓Who is already in overtime?  ❓Who should I call and beg to come in? ❓ Did I just call her yesterday? ❓ Does she have childcare at home today? Nurse managers don’t have the tools, resources or time to confirm whether their decisions optimize for staff satisfaction and/or cost efficiency.  Most staffing decisions are managed in an analog way: 📝  Comparing paper notes 📞  Joining conference calls 💬  Sending texts 📅  Attending multiple meetings per day between charge nurses and managers. Supervisors often run around from unit to unit to relay information in person. Which in turn leads to frustrated nurses and wasted time. Ultimately, patient care suffers, while hospital costs rise. M7 Health's mission is to eliminate these inefficiencies in nursing operations from our healthcare system. M7 helps hospitals make fair, efficient, and cost-effective schedules for management and nurses. The result is happier nurses, more time for patient care, and balanced hospital budgets. The future is here - who is coming with me? #nursingmanagement #nursesonlinkedin

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

Nurse Retention Strategies 💪 Retaining skilled nursing staff in nursing homes and assisted living facilities is critical for providing consistent, high-quality care to residents. Here are some effective strategies: 1. Competitive compensation and benefits: Ensure that nurses are fairly compensated for their skills and experience. Offering competitive salaries, health benefits, retirement plans, and paid time off can make a significant difference in attracting and retaining staff. 💰 2. Professional development opportunities: Provide opportunities for nurses to grow and advance in their careers. This can include access to continuing education, specialized training programs, and pathways for career advancement within the organization. 🎓 3. Positive work environment: Create a supportive and collaborative work culture. Encourage open communication, recognize and appreciate staff contributions, and foster a sense of teamwork and camaraderie among staff members. 🤝 4. Flexible scheduling: Understand that nurses have lives outside of work. Offering flexible schedules, including part-time options and accommodating shift preferences, can help staff maintain a healthy work-life balance. ⏰ 5. Supportive management: Ensure that nursing staff feel supported by their managers and supervisors. This includes providing clear communication, offering regular feedback, and being responsive to nurses' concerns and suggestions. 👂 6. Employee wellness programs: Invest in the physical and mental well-being of nursing staff. Wellness programs, stress management resources, and initiatives that promote work-life balance can help reduce burnout and improve overall job satisfaction. 🧘♀️ 7. Engage staff in decision-making: Involve nurses in decisions that affect their work and the care they provide. This can increase their sense of ownership and commitment to the organization. 🗳️ By implementing these strategies, nursing homes and assisted living facilities can create a more attractive and supportive environment for nurses, leading to better staff retention and improved care for residents. What are some retention strategies that you’ve done that were successful? #HealthcareInnovation #NursingExcellence #EmployeeWellbeing #LeadershipInHealthcare #eshyft

Fifty-six percent of nurses report experiencing burnout, 64% attribute feelings of stress to their job, and 39% are considering an exit from their role within the next six months — that's according to the American Nurses Foundation’s fourth annual survey of #nurse wellness published Nov. 7. Of particular interest is the fact that approximately 43% of the responses touched on some form of #workplaceviolence. This is an issue we really must focus on, as our caregivers are experiencing burnout and leaving the healthcare sector. If not addressed, this will have a lasting affect on the quality of healthcare our communities receive. #EndNurseAbuse #patientgeneratedviolence International Association for Healthcare Security and Safety (IAHSS) ASIS International

How does your healthcare agency determine a safe and healthy work environment? Healthy Work environments for nurses begin when nurses are seen beyond the scope of task-doers but rather knowledgeable professionals who can continually respond to changes in patient clinical status and be a voice and advocate for their patients. The ANA developed The Nurses Bill of Rights, which lays out the seven fundamental rights every nurse has the right to experience in their workplace. Incorporating the Nurses Bill of Rights can reduce moral and ethical distress and burnout while improving nursing satisfaction. For instance, when a hospice nurse case manager is stripped of the right to determine nursing visit frequency to help address and treat the identified problems and goals of the patient, it can create moral and ethical distress. Particularly if the visit frequency limitations are financially motivated and not focused on the patient's best interest. I have also experienced healthcare owners trying to solve nurse burnout and moral distress by offering a free dinner out. While it is a nice gesture, it doesn’t change the working conditions, contributing to an imbalance in the health and well-being of the nurse. The Nursing Bill of Rights policy below is an excellent checklist for leaders of healthcare organizations to gauge where they are at and changes to improve work environments for nurses. #healthcare #workplacehealth #nursingprofession #leadership #nurseleader #qualitypatientcare https://lnkd.in/gwvkspSE