Top Best Tips To Know The Common Mistakes In Keeping A Nurse

Top Best Tips To Know The Common Mistakes In Keeping A Nurse

 I have met many of today's influential nurse leaders, HR professionals, and healthcare executives, and have spoken with hundreds, perhaps thousands, of industry professionals. I've often wondered why all these industry powerhouses struggle with the same vexing problem—recruiting and retaining qualified nurses—and why they keep repeating the same disastrous mistakes. I recently discovered the answer to my question at a seminar by LeAnn Thieman, author of the bestseller "Chicken Soup for the Soul of a Nurse," during the annual conference of the Texas Association of Nurse Leaders. The presentation inspired me to write "The 7 Most Common Mistakes in Nurse Retention," which brings together inspiration from many of the experts I've met, including Thieman. I hope this simple but meaningful guide will help organizations find practical solutions to the real problem of recruiting and retaining quality nurses. How many of the 7 most common mistakes do you recognize in your organization? 1. Inadequate staff levels Many hospitals today struggle to find and retain nurses. There are many reasons: staffing cuts in the 1990s offset rising healthcare costs, a shortage of teaching nurses in colleges, and perhaps even less interest in the profession from millennials.

 Regardless of the cause, the result is the same whenever there is a prolonged period of nursing shortages. As existing employees absorb the workload, stress increases and job satisfaction decreases, resulting in higher turnover. And so the cycle continues. We have been contacted by hospitals that have been trying to maintain the right ratio between nurses and patients for years, but despite their efforts, the problem has worsened. They are frustrated; nurses are unhappy and patient satisfaction suffers along with patient safety. With all its complexity and constant change, today's healthcare environment requires a new approach. One focused on a multifaceted recruitment and retention plan that starts with defining the right nurse staffing ratio for your facility, sets recruitment and retention goals, and uses proven short- and long-term recruiting methods. 2. Training programs that fail Many clients find that although they have training programs in place, the results are mixed. Nurse trainees are not as productive or satisfied with their new positions as expected.

 Why? This may be because training is not tailored enough to prepare nurses for the range of responsibilities and expectations that will ultimately determine success in their organization. What better way to learn this than from a co-worker and fellow nurse who is currently succeeding at work? I recommend our clients adopt a nursing program. Start by asking yourself, "Who do I want more of in my organization?" Then, narrow down your field of candidates by determining who has the nature to teach. These are your teachers. They are strong sisters who willingly participate. Keep in mind that a good nurse is not necessarily a good coach. We teach all of our nurses specific communication skills and learning applications to prepare them for preceptor roles.  Then be sure to adjust your teachers' workloads to match their new responsibilities so they don't burn out quickly.

 3. Cultural calamity, An employee who believes in these values ​​strengthens the organization, as do co-workers. But someone who falls outside the company culture will lower morale and reduce the effectiveness of your nursing team. In a high-stress, fast-paced environment where co-workers rely on a fully functioning team, cultural fit is essential. So whether you're recruiting or relying on an agency to train traveling or international nurses, look for a strong clinical and cultural program that fits your organization. Ask how assigned nurses are trained so you know they will fit seamlessly into the US healthcare system and understand the needs of American patients. Are your nurses on task and ready to effectively address the health concerns of Americans and the expectations of their healthcare providers? Ensuring cultural alignment with your organization will enhance the performance of your nursing team and promote long-term retention.

 4. Lagging compensation and career opportunities Not everyone is motivated by money, but recruitment and retention issues are guaranteed if your nurse compensation package doesn't keep up with the competition in the market. Keep in mind that compensation means different things to different people. So, whether it's salary, bonuses, flexible schedules, or time off, find out what your competitors are offering and match or exceed them to ensure you don't lose your best nurses. 5. Strategic planning that is not The best nurses are usually the hardest to get and even harder to keep. You need a plan. Involve all stakeholders in the development of your strategic solutions, especially nurses in the field. Think outside of your standard approach. Consider all options before deciding what is best for your organization. Are recruiting bonuses viable? Will they help build a long-term, stable team of nurses? What role will international nurses play? How will you measure the effectiveness of your strategies?