University Hospitals’ Post

Transitioning to a career into Private Duty Nursing can be both exciting and challenging. As you embark on this new journey, it's essential to equip yourself with the knowledge and skills necessary to thrive in the home health setting. Whether you're a seasoned hospital nurse looking for a change of pace or a recent graduate eager to explore different avenues of nursing, here are some practical tips to help you navigate the transition successfully: https://ow.ly/VSuq50QRkfa #calllight #privatedutynursinig #privatedutynurse

Nurses at Brigham and Women's Hospital are on strike today after months of negotiations failed to address fundamental issues including understaffing and working conditions. As bad as conditions are for nurses at Brigham and Women's, they are even worse elsewhere. A CultureX study analyzing post-COVID feedback from more than 150,000 U.S. nurses found that Mass General Brigham ranked in the top 20% of major healthcare employers in terms of nursing satisfaction. The article linked below includes an interactive ranking 200 large healthcare organizations in terms of how nurses rate their employer overall, senior leadership, toxic culture, organizational support, compensation, and workload. MIT Sloan Management Review #nursingcrisis https://lnkd.in/eJrsJEvS

How can hospitals retain nursing talent? To find a solution to this we need to understand the reason behind nurses leaving their jobs. A recent survey revealed that 75 percent of nurses who left their jobs within the past 18 months cited a lack of appreciation as a contributing factor. Recognizing nurses for their invaluable contributions emerged as the most effective initiative. Healthcare systems have already taken steps to implement these suggestions, leading to positive outcomes. For instance, the Orlando VA Medical Center established "Employee Well-Being Centers" to combat burnout and stress caused by the pandemic. Digital tools have also played a crucial role in delivering timely and tailored recognition. Incorporating flexibility into the work schedule is another step that organizations need to take. To address the nursing shortage effectively, we need the collective effort of stakeholders across the healthcare industry. By valuing and appreciating our nursing workforce, providing flexibility, ensuring safety, and investing in long-term talent development, we can transform the future of nursing. What innovative strategies do you believe can help hospitals tackle this issue? Share your thoughts in the comments. Neal Kursban Mark Goetz Sal Rafanelli RPh Kelli Rix, RN, MBA, FACHE Robert Corrigan #healthcare #Nursing #homecare #safety #medical

👨⚕️🏥👩⚕️Becoming a nurse leader isn't just about climbing the career ladder. It's about creating positive change for RNs and LPNs on the frontlines. As a nurse leader, you can improve working conditions, advocate for better patient care, and mentor the next generation of healthcare heroes. Think about it: What changes would you make if you were in charge? How would you support your fellow nurses? Share your ideas in the comments below! Let's start a conversation about shaping the future of nursing together. Don't forget to tag a nurse friend who you think would make an amazing leader! 👇 #NurseLeaders #NursingCareers #HealthcareHeroes #kchealthcare #healthcareconsulting

Per Kaufman Hall and Gist Healthcare: The nursing labor crisis has largely subsided at most hospitals. After peaking in 2021, the average hospital’s registered nurse (RN) turnover and vacancy rates in 2023 nearly returned to 2019 levels, at 18 percent and 10 percent respectively. Healthcare organizations of all types have attracted nursing talent through wage increases. Hospital-employed RNs saw a nearly 22 percent pay increase between 2019 and 2023, setting a higher floor for hospital labor costs. Although there were more employed RNs in hospital settings in 2023 than there were in 2019, 84 percent of net RN employment gains over that time period have been to non-hospital settings. This increase is likely a result of the pandemic accelerating the ongoing outpatient shift. While some individual hospitals and certain regions of the country may still be experiencing RN shortages, many organizations are now shifting their focus to longer-term labor strategy rather than short-term staffing challenges. #emergencymedicine American College of Emergency Physicians American Academy of Emergency Medicine (AAEM) Society of Emergency Medicine Physician Assistants (SEMPA) American Academy of Emergency Nurse Practitioners (AAENP)

🏥 Decoding the Nursing Crisis Hospitals and unions are at odds over the nursing shortage—rooted in a lack of candidates or a safe staffing failure. Despite a large nurse pool, recruitment faces challenges with a drop in applications and increasing competition from non-traditional employers. 🌐 Beyond Hospital Walls Traditional roles lose appeal as nurses explore opportunities outside healthcare. Over 100,000 left in 2021 due to undervaluation, inadequate compensation, and intense workloads. 💡 Strategies for Resilience To attract and retain nurses, strategies like partnering with schools, virtual roles, and flexible shifts are crucial. Nurse-to-patient ratios signal a commitment to safety. 🏆 The Way Forward Amid debates, action is imperative. Evolving workplace conditions, innovative recruitment, and redefined ratios are key to addressing the nursing crisis. Are you interested in growing your talent pool? nicks@adfirehealth.com #Healthcare #NursingCrisis #RecruitmentStrategies #SafeStaffing #HealthIndustry

How can hospitals retain nursing talent? To find a solution to this we need to understand the reason behind nurses leaving their jobs. A recent survey revealed that 75 percent of nurses who left their jobs within the past 18 months cited a lack of appreciation as a contributing factor. Recognizing nurses for their invaluable contributions emerged as the most effective initiative. Healthcare systems have already taken steps to implement these suggestions, leading to positive outcomes. For instance, the Orlando VA Medical Center established "Employee Well-Being Centers" to combat burnout and stress caused by the pandemic. Digital tools have also played a crucial role in delivering timely and tailored recognition. Incorporating flexibility into the work schedule is another step that organizations need to take. To address the nursing shortage effectively, we need the collective effort of stakeholders across the healthcare industry. By valuing and appreciating our nursing workforce, providing flexibility, ensuring safety, and investing in long-term talent development, we can transform the future of nursing. What innovative strategies do you believe can help hospitals tackle this issue? Share your thoughts in the comments. Severine Petras David Karfunkel, LNHA Jessica Estes, DNP, APRN, PMHNP-Lifespan Mark Hirschhorn Erik Eaker #NursingRetention #Healthcare #EmployeeWellBeing #NursingAppreciation #NurseRetention #HealthcareIndustry #WorkplaceFlexibility #NurseBurnout #EmployeeRecognition #TalentDevelopment #NursingShortage #HealthcareInnovation #StakeholderEngagement #DigitalHealth #WorkLifeBalance

Many hospitals are seeing nurse staffing levels stabilize after several years marked by significant shortages. While a welcome trend for the nation's healthcare system, it presents a new challenge. Here are our main takeaways: 💡With younger nurses entering the workforce, mentoring and growth opportunities are essential for retention. 💡Hackensack Meridian Health is launching a nurse science fellowship to equip bedside nurses with quality improvement skills. 💡Empowering nurses with advanced skills not only enhances patient care but also boosts career growth. #NurseLeadership #ProfessionalDevelopment #HealthcareInnovation

A Wake-Up Call for Senior Living: The Growing Need for Clinical Care and Leadership Support As more residents stay longer in senior living communities, we’re seeing a critical shift in the care required. Residents are moving in later, often with more complex medical needs, which means the demand for clinical care is rising. Historically, senior living communities have relied heavily on CNAs and med techs, but with longer stays and more advanced health conditions, the need for skilled #nurses is more urgent than ever. This is a pivotal moment and #opportunity. Senior living communities must rethink how they support not just their nurses, but the entire staff. Attracting and retaining the best nurses requires more than just filling positions—it demands creating a #culture where nurses feel supported, empowered, and equipped to lead. But it’s not just about the nurses—it’s about providing the entire team with the tools they need to deliver the highest level of service to residents and their families. Collaboration is key. A well-supported #nurseleader is essential, but so is ensuring that everyone on the team—whether CNAs, med techs, or administrators—is on the same page, working together cohesively. This kind of #collaboration across the board creates continuity in care and builds a trusted environment where everyone knows their role and feels valued. The solution starts with #leadership. ‼️9 out of 10 nurses I’ve coached and interviewed feel they do not have enough help or support. So many are ready to step into leadership, only to be left feeling overwhelmed and underprepared due to a lack of training and empty promises. We can change this by providing the right training, leadership development, and ongoing support—not just for nurses, but for their entire #teams. 🤔 What would your nurses say about the support and leadership in your organization? 🤔 Are you confident that your community is prepared to meet the growing demands of longer resident stays and increased clinical care? If you’re looking to attract and retain through… ➡️ Strengthening your organization’s support for nurses and their teams AND ➡️ Developing a leadership culture that attracts the best Let’s talk. https://lnkd.in/gt9NknaC It’s not by chance that we’re all here, right now. Together, we can create practical, scalable solutions that build a foundation of #trust, collaboration, and care. Kimberly Delbo, DNP, RN-BC Maggie Ortiz, RN, MSN Linda Komisak Sherri Kitchens Deanna Vigliotta Briana Hilmer Ali Fakher, BSN, RN, Grace Mei Yen Foo, BSN #LovingDisruption #Coaching #NurseOnLinkedin #ThinkDifferently #LeadershipDevelopment #Relationships #Communication #SelfActualization #Serve #Trust #Mindset

Nursing staff management is stuck in the past. Despite breakthroughs in modern medicine… And major advancements in corporate human resource technology in the last ten years. Nurses - the largest labor segment in healthcare - still create staff schedules using analog methods. They use paper and Google Sheets to collect preferences and attempt to balance schedules.  Managers use phone calls and texts to manage close-to-shift updates and changes. Finally, nursing supervisors use paper to track attendance and distribution of staff throughout the hospital. Charge nurses and nursing supervisors have A LOT of meetings to discuss, optimize, and bargain for staffing. As in, they meet multiple times in 24 hours to ensure patient care needs are met with sufficient staffing. It’s highly inefficient. Until now… M7 Health leverages automation to support nurse leaders in more effectively managing their workforce. The results are considerably less time spent on schedules. Happier nursing staff. Efficient planning and forecasting for nurse leaders and finance. Get in touch to learn how you can get started with M7 Health today.  #nursingtechnology #nursinginnovation #nursing