New Nurse Academy’s Post

Good Morning #Linkedin I came across an interesting read this weekend. The article was nursing specific, what tickled my consciousness was how similar the two fraternities reveal itself in the workplace 🏢. Nursing and HR Your top 5 qualities that a nursing job and hr jobs share. 👥 Excellent Communication Skills: Both nurses and HR professionals need to communicate effectively. Nurses must explain medical conditions and treatments to patients and their families, while HR professionals need to implement policies, procedures, and benefits to employees amongst having a pleasant working environment. 🧭 Empathy and Compassion: In nursing, empathy is crucial for understanding and addressing patients’ needs. HR professionals must show empathy when dealing with employee concerns and conflicts. HR provides managers with support to manage their teams. 🧰 Problem-Solving Abilities: Nurses often need to think quickly to address patient issues, while HR professionals must support in resolving workplace conflicts and find solutions to improve employee satisfaction and productivity. 🧩Organizational Skills: Both roles require strong organizational skills. Nurses manage patient care plans and medical records, while HR professionals handle employee lifecycle practises, recruitment processes, and compliance documentation. 💌 Interpersonal Skills: Building strong relationships is key in both fields. Nurses need to establish trust with patients and their families, and HR professionals must foster positive relationships with employees, management and key business stakeholders. My final reflection on this today: The most crucial one of all, is how HR and Nurses 🏥 create and foster Connectivity with People 💙. #mediclinic #hr #nurses #maketheworldabetterplace #lovewhatIdo

150,000+ Nurses across 200 of the largest healthcare employers 🏥 in US reviewed their #employeeexperience MIT Sloan then crunched the numbers and identified which themes best predict how nurses rate their employer. The top 4 predictors of nurse job satisfaction or turnover are: 1. Compensation 2. Workload 3. Toxic Culture 4. Organizational Support As a healthcare leader, are you over indexing on your mission and strategy? Data shows that existing and ex-employees don't think much about it as a predictor of their employee experience and decision to stay with the Org long-term. As a nursing leader, how would you rate your health system in the above 4 categories for your nurses? #employerbranding #workplaceculture #nurseleadership #cno

𝙒𝙝𝙮 𝙉𝙪𝙧𝙨𝙚 𝙋𝙧𝙖𝙘𝙩𝙞𝙩𝙞𝙤𝙣𝙚𝙧 𝙞𝙨 𝙩𝙝𝙚 #1 𝙅𝙤𝙗 𝙞𝙣 𝙩𝙝𝙚 𝙐𝙎𝘼 We're thrilled to announce that the role of Nurse Practitioner (NP) has been recognized as the top job in America! Our latest article delves into why NPs are in high demand, highlighting the impactful work they do and the promising career opportunities available. Discover the key factors driving this trend and hear from industry experts about the future of this vital profession. #NursePractitioner #HealthcareCareers #TopJob #Nursing

Rejecting nurses because they don't have the "right" management experience? Management experience is management experience. And a nurse who had five years of management experience in another industry... Might still be a fantastic leader at your clinic. But many hospitals would reject someone like that without even thinking about it. If it’s not five years of management experience in acute care, or home care, or skilled nursing, then it doesn’t count. But sometimes it does count. “Tell me about how this experience relates to your next job?” That’s something I always ask the nurses I’m interviewing before I submit them for a role. And that’s something that the typical HR director at a hospital just doesn’t have time to find out. But with such a huge shortage of nurses nationwide… Hospitals can’t afford to overlook nurses because they don’t have the “perfect” background.

Contractors vs. Employees: Who Rocks Your Nursing Agency? 🩺 Confused about hiring staff for your nursing agency? You're not alone! This post will help you decide between independent contractors and full-time employees. The key? Control & Commitment. Contractors: Great for short-term needs or specialized skills, but offer less control over work methods. Employees: Perfect for long-term needs and building a dedicated team, but come with additional costs and commitment. So, which one rocks? It depends! Consider: Project Length ⏳ Skillset Needed Level of Control ️ Time Constraints ⏱️ Cost Comment below! What factors do YOU consider when hiring staff? ⬇️

Some people may not agree with me on this, We have a NURSING RETENTION CRISIS, Not a nursing shortage! talking current state! Strategies for Organizations to implement or improve: 1. ✅ Competitive Compensation & Benefits: Compensated fairly & give competitive benefits packages. Salary, health insurance, retirement plans, etc ✔ Example: Nurse Practitioners with past nursing experience should not be making LESS than what they made as a staff nurse! Pay nurses in academia! ✔ Outrageous that some faculty/administration with advanced degrees/certifications are making LESS than what a new grad RN makes in some States. ✔ Retention bonuses!? ✔ Reimbursement and yearly bonus for certifications! 2.✅ Education & Professional Development Opportunities: New Nurse orientation and general onboarding of all employees should be structured and tailored! ✔ New Nurse may need 12-16 weeks of orientation, in non-critical care areas. ✔ Offer opportunities for nurses to advance their careers through training programs, continuing education, and certification support. This can include tuition reimbursement for further education. ✔ Work-Life Balance: Create schedules that allow for a healthy work-life balance. ✔ Avoid excessive overtime and provide flexibility when possible. Offer more remote, hybrid options for different types of roles. 3. ✅ Recognition and Appreciation: Recognize and appreciate nurses for their hard work and dedication. Employee of the month awards, appreciation events, or personalized thank-you notes. 4. ✅ Safe and Supportive Work Environment: Cultivate a work environment that is safe, supportive, and conducive to providing quality patient care. ✔ Adequate staffing levels, necessary resources, and a culture that values open communication and teamwork. STOP micromanaging staff. 5. ✅ Mentorship and Support Programs: Mentorship programs for all staff members, especially leaders. ✔ Access to counseling or support services for nurses dealing with burnout or stress. ✔ Opportunities for Leadership Roles: This can include roles such as charge nurse, unit manager, or involvement in committees and decision-making processes. Train them appropriately! Succession planning is so important! Employee Feedback and Involvement: Seek feedback from nurses regularly and involve them in decision-making processes. 6. ✅ Address Workplace Issues Promptly: Address any workplace issues or concerns raised by nurses promptly and transparently. Address issues related to workload, interpersonal conflicts, bullying, poor work ethic or any other challenges that may arise. 7. ✅ Promote a Culture of Respect and Diversity: Foster a culture that values diversity, equity, and inclusion. Ensure nurses feel respected and supported and promote initiatives that celebrate diversity within the organization. Reshare ♻️

🌍 Making a Difference, One Nurse at a Time 🌍 Healthcare is all about people. Whether you’re on the frontlines delivering exceptional care or managing the teams that make hospitals run smoothly, one thing is clear—great talent is the heart of it all. At Leaders in Care, we understand the challenges nurses face, from burnout to the need for career growth. That’s why we’re committed to placing the right talent in the right roles, ensuring that both nurses and healthcare facilities thrive. To Hiring Managers: How do you create a culture that not only retains great nurses but empowers them to excel? For Nurses: What’s your top priority when looking for a new role—work-life balance, professional development, or a supportive team? 💬 Let’s connect! If you’re a hiring manager looking for top nursing talent or a nurse ready for your next career move, feel free to send me a message. Let’s discuss how we can work together to help you reach your goals! #LetsConnect #HealthcareRecruitment #NursingOpportunities" #HealthcareHeroes #NurseRecruitment #LeadershipInHealthcare"

Hey, Healthcare Heroes! I just dove into the latest Nurse.com 2024 Nurse Salary and Work-Life Report, and the findings are more than just eye-opening—they're a call to action for all of us in talent acquisition and healthcare management. Workplace Challenges: Did you know 64% of nurses face verbal abuse, and 23% endure physical threats from patients or family members? It's not just shocking; it's unacceptable. How can we, as leaders, reshape our environments to better shield our front liners? And what resources do we provide to nurture their mental health? Professional Growth: Nurses' demand for further education and certifications is not just a voice; it's a chorus for recognition and growth. Are we doing enough to answer the call and show them their professional development matters to us? Here's my take: We need to step up. Implementing robust safety protocols isn't just necessary; it's overdue. BEEN necessary. Expanding support for professional development isn't "nice to have"; it's crucial. I want to hear from you! What innovative strategies have you implemented that increased safety and well-being in your facilities? How has supporting further education and certification impacted your team's dynamics and retention rates? Let's turn these insights into a roadmap for actual change together. Your stories and ideas are invaluable in this process. Let's brainstorm and collaborate to make healthcare not just a job but a safe and fulfilling career for all. #HealthcareHeroes #NurseLife #TalentAcquisition #HealthcareManagement #ProfessionalDevelopment #SafetyFirst

Nurse management's span of control is enormous, and we can help with that. At a recent Organization of Nurse Leaders (ONL) meeting, I listened to a great session from Anne Herleth, VP of Member Insights at The Health Management Academy. To set some context, a nurse manager managing anywhere from 51 to 208 nurses is considered "normal." This ratio is defined as a 'span of control' in HR circles.   For reference, in the corporate world, the typical span of control is 5 to 10 employees per manager.   Amazon has codified this as the "2 Pizza Rule." Teams should be no larger than the amount of people that could consume 2 pizza pies.   The nursing span of controls is 10-20x that of corporate. It's no surprise that nurse leaders spend an inordinate amount of time on administrative tasks like scheduling. Or that nurses are consistently frustrated with their schedules. Imagine how difficult it is to account for 200+ staff members' unique needs and preferences. The Health Management Academy's research found that capping the span of control lowers burnout and strengthens team bonds, so the natural choice would be to hire more people managers.   However, hospitals are striving to recover from historic financial losses due to the cost of labor. Adding additional managers into the mix is not practical. According to Anne, the only way to lighten the load on nurse managers is to leverage technology. Tech can be used to "supercharge" the nurse leader role.   With tech like M7 Health, nurse leaders can: 💪 Collect preferences from a large talent pool 💪 Create fair and equitable schedules 💪 Monitor for burnout and turnover 💪 Spend less time on administrative tasks 💪 Spend MORE time with patients and coaching nurses

🌟 Exciting News for Healthcare Recruiters! 🌟 Hiring top-notch Licensed Practical Nurses (LPNs) just got easier! We're thrilled to unveil our latest assessment test designed to help healthcare providers find the perfect fit for their team. 🩺💼 From hospitals to long-term care facilities, we know how critical it is to hire skilled nurses who can deliver exceptional patient care. With our LPN assessment, you can now effortlessly evaluate candidates' clinical expertise, patient care abilities, and health management skills—ensuring you're hiring the best of the best. 🏆 ✅ Quickly identify candidates who are both qualified and passionate about patient care ⏳ Reduce time spent on lengthy screening processes while improving hiring accuracy ⚖️ Ensure a fair, data-driven hiring process that minimizes bias and prioritizes the right skills for your healthcare environment Whether you're expanding your nursing team or looking to maintain high-quality care standards, our LPN assessment test makes the hiring process smoother and more reliable. Say goodbye to guesswork and hello to confident hiring decisions! 🚀 #healthcare #recruiting #recruitment #assessment #hiring #talentacquisition #hr