Lisa Harrison’s Post

📣 📣 Calling all current and former nursing home RNs or LPNs.   We’d like to invite you to be part of a panel at our 2024 conference to help bridge the gap between nurses and leadership. Rebecca Love RN, MSN, FIEL will be moderating this engaging discussion! Please feel free to tag fellow nurses who you think may want to be on this panel.   Comment "Interested" below or send Rebecca or Cathy Ronca a direct message, and we'll provide more details!   𝐖𝐡𝐲 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐭𝐞? Share Your Insights: Your experiences, likes, and dislikes with nursing home CEOs who are helping to shape the future of the sector. Influence Positive Change: Discuss improvements in management, job flexibility, culture, and benefits to create a thriving work environment. Build Bridges with CEOs: Foster constructive conversations with nursing home leaders to optimize recruitment and retention.   𝐖𝐡𝐨 𝐀𝐫𝐞 𝐖𝐞 𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐅𝐨𝐫? Experienced nursing home RNs or LPNs who are passionate about making a difference and creating positive change in the profession.   #ltc100 #NursingHomeFocusGroup #RNVoices #NursingLeadership

🚨 70% of Nursing Homes Have Fewer Staff Post-Pandemic 🚨 The latest AHCA report highlights a critical staffing crisis in nursing homes. What's worse? Only 8% of CNAs desire to work in a nursing home. We're working to help address these challenges, but it takes a village. In the spirit of collective leadership, what solutions do you see *working* (or not working)? #workforce #leadership #cna

#MondayMindset #GrassrootsImpact Being at the grassroots of the Long-Term Care and Skilled Nursing Community is where I believe I can make a positive impact. I work alongside my fellow LPNs, RNs, and CNAs in LTC/SNF facilities. I understand the challenges of working short-staffed, being mandated to work 16-hour shifts while caring for 22 or more patients, and assisting CNAs when they are also short-staffed, which often sets me back on my duties. I feel the despair when CNAs are short-staffed, having to care for 14 or more patients and double that amount on the third shift. I understand the feeling of not being appreciated. I know firsthand what it's like to share ideas with management to improve working conditions, only to have those ideas shut down. I empathize with patients who have to wait more than 10 minutes to have their call lights answered due to staff shortages. Family members often don't trust the staff, making it difficult to build a trusting relationship between the nursing staff and family members. Being at the grassroots level gives me the opportunity to enhance my emotional resilience and share my skills/expertise to improve the mindset of my colleagues. I aim to educate, uplift, support, and encourage them to advance their careers in the long-term care and skilled nursing industry. My intention was never to advance my nursing career in the corporate world of healthcare. Being at the grassroots level is more impactful for my life's purpose! #GrassrootsImpact #LongTermCare #SkilledNursing #NurseLife #CNA #PatientCare #TopTier

Yes, we're talking about It again... The profession is in a crisis and we're all asking "why?". But Lynn McComas, DNP, ANP-C says, the more important question is, "what can we do about it?" What solutions is your organization implementing? Do you have any theories on the nursing shortage that we didn't cover here? What's your opinion on the best way to prepare for the future? #nursepractitioner #nursingshortage #nextgenNP #futureofhealthcare

The Silent Crisis: Our Nursing Homes Are in Danger I want to shed light on a growing crisis that's not getting the attention it deserves - the severe shortage of Certified Nursing Assistants (CNAs) and staff in our skilled nursing homes. These dedicated professionals are the backbone of long-term care. They provide the hands-on support our most vulnerable citizens need to live with dignity. But they're leaving the profession in droves, and it's putting both our seniors and the entire healthcare system at risk. The reasons are complex: Low wages and benefits Burnout from short staffing and high-acuity residents Limited career advancement opportunities Lack of respect for the vital role they play This isn't just a problem for the nursing home industry. As the population ages, we'll all be impacted. Our parents, grandparents, and eventually ourselves will need these services. Do we want a system where there's no one to care for those who cared for us? We need action: Better compensation and benefits to attract and retain staff Technology to improve efficiency and reduce burnout Career ladders and education support to advance skills A shift in culture to truly value these critical caregivers This is a call to healthcare leaders, policymakers, and anyone who cares about the future of long-term care. Let's work together to strengthen our nursing homes and ensure our seniors receive the care they deserve. Share your ideas and solutions in the comments. Let's start a conversation that leads to change. #cna #administartors #cnastudents #healthcareleaders #policymakers #impacthealthcarestaffing

There is a nursing shortage in the U.S.—and it's only getting worse. Read more in our deep dive on what's causing the nursing shortage and what we can do to combat it. https://lnkd.in/eUtNkwUB

'Those people aren’t smart enough to be trusted...' Last year, at a gathering of fellow nurses, someone directed that statement at me. We were convened to learn how to educate and empower Ohio nurses in shaping state policy and legislation. Amid discussions on tackling the staffing crisis, I delved into the role and potential of Medication Aides (MA-Cs) in Ohio's acute care facilities. A bit of context: In 2006, non-nurses were authorized to administer certain medications in nursing homes, assisted living facilities, and residential care facilities. What began as a pilot program soon expanded statewide by 2009. Yet, since then, progress in reevaluating and expanding the scope of medication aides has stagnated. All that said, the current staffing shortage is much more nuanced than numbers. Its complexities cannot be solved with such a narrow solution. Still, I proposed exploring tangible, quick-turnaround solutions to gauge their impact on acute care. After presenting this idea, I was pulled aside and told “It’s a great idea but won’t work. Those people aren’t smart enough to be trusted with our patients.” Do we assess patients' value based on age or their care setting? This incident showed me we still have a long ways to go in nursing. It shed light on a prevailing mindset for some nurses—a mindset entrenched in outdated paradigms, viewing the world through cracked lenses and taped bridges, desperately clinging to keep them together. It’s time for a new prescription. #nursesonlinkedin #nurseleadership #paradigmshift #nursestaffing #localgovernment #empoweringpeople #solutionfocused American Nurses Association American Organization for Nursing Leadership ANA-OHIO National Council of State Boards of Nursing (NCSBN) Ohio Board of Nursing National League for Nursing American Academy of Nursing National Center for Assisted Living National Association of Long Term Care Administrator Boards

We can spend time on the problem...or we can turn toward the solution. This was such an interesting data point in our Models of Care Insight Study with the ANA, AONL and Joslin Insight. Well worth the read...see link below.

Reduced RN staffing increases stay length, readmission and death risk: Study reported by Ashleigh Hollowell, M.S. Becker's Healthcare: "Supplementing gaps in nursing staff with lower-wage personnel like licensed practical nurses or aides can increase patient risks of readmission, death, longer stays and lower satisfaction, according to a study published June 10 by American Public Health Association - Medical Care Section. "The study, led by researchers at Philadelphia-based University of Pennsylvania School of Nursing, found that the outcomes of 6.5 million Medicare patients at 2,676 general acute care hospitals across the U.S. are worse even with modest substitutions for #RN care. "A 10% reduction in RN staff raises the risk of patient deaths by 7%, according to the study. Readmission rates associated with a 10% reduction in RN staff were also found to make up about $68.5 million in avoidable costs paid by #Medicare." #Nursing https://lnkd.in/dVhwQYV7

The nationwide staffing data for Q1 2022 revealed alarming turnover rates in nursing homes, with an average nursing staff turnover of 53.3% and a registered nurse turnover of 51.9%. This level of turnover disrupts continuity and stability, making it challenging to deliver consistent, high-quality care. At Davis Clinical, we understand the critical impact of these challenges on operations and resident care. That’s why our focus is on rebuilding, training, and implementing strong processes within your communities. Our goal is to help your organization thrive by establishing systems that endure, even amidst leadership changes. Together, we can create a foundation for long-term success, ensuring your residents receive the care they deserve, no matter the circumstances. #HealthcareLeadership #NursingHomeCare #OperationalExcellence #DavisClinical #Leadershipcontinuity #AssistedLiving