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Posts from February, 2012

Magnet Hospitals Set High Healthcare Standards with Safe Patient Care Practices

Written by LeAnn Thieman, CSP, February 29th, 2012

Facilities that earn the Magnet Hospital designation for meeting high healthcare standards and nursing standards were more likely to adopt safe patient care practices than their noncertified counterparts, researchers found at the University of Georgia in Athens, GA.

The researchers acknowledged that Magnet Hospitals may have more resources to initiate their start as a certified center. Furthermore, “Magnet hospitals may have had characteristics that more readily allowed adoption of safe practices during the time frame and setting of this study,” they wrote.

The Magnet program, run by the American Nurses Credentialing Center, focuses on characteristics such as nursing autonomy, use of evidence-based care, job satisfaction, and other parameters.  All 383 Magnet hospitals cross the U.S. are known for a quality work environment and high nurse retention.

As a nurse speaker, I specialize in nurse recruitment, nurse retention, and work life balance and can help improve morale, retention and recruitment. CONTACT ME TODAY to talk about my powerful keynotes, workshops and programs. I look forward to helping your organization achieve its goals.

 

Nursing Profession Blog: New Nurses Continue Education While Waiting on Jobs

Written by LeAnn Thieman, CSP, February 23rd, 2012

Because “older” nurses are delaying retirement, fewer positions are opening for new grads and others are holding out for the jobs they really want within the nursing profession. So what does this mean for nurse recruitment?nursing profession

Some new nurses are staying in school longer to boost their chances of getting hired. Bachelor degrees are starting to become preferred in some areas. Many associate degree programs partner with universities to help students pursue higher degrees. Wise new nurses are getting certified in specialty areas to increase their expertise and chances of being recruited and hired. This is all good news for nurse recruiters since new nurses are entering the field with a higher level of education.

As a nurse speaker, I specialize in nurse recruitment, nurse retention, and work life balance and can help improve morale, retention and recruitment. CONTACT ME TODAY to talk about my powerful keynotes, workshops and programs. I look forward to helping your organization achieve its goals.

Nurse Recruitment Blog: Nursing Burnout Increases Looming Nursing Shortage

Written by LeAnn Thieman, CSP, February 16th, 2012

Nursing burnout  plays a huge role in the nursing shortage. Working in a very stressful and demanding environment takes a toll on nurses, especially those who are new to the field. Two factors play a big role in nursing burnout leading to the nursing shortage: 1) Lack of support from employers, and 2) Lack of confidence that comes with experience.

Even more startling is the impact that nursing burnout can have on patient care. Findings published in the New England Journal of Medicine in March 2011 indicate that inadequate nurse staffing correlates to higher patient mortality.

What are your facility’s strategies for decreasing nursing burnout and increasing patient care and satisfaction? Are your nurses living a life of balance?  When your nurses have proper work life balance the incidents of nursing burnout will decrease drastically.

As a nurse speaker, I specialize in nurse recruitment, nurse retention, and work life balance and can help improve morale, retention and recruitment. CONTACT ME TODAY to talk about my powerful keynotes, workshops and programs. I look forward to helping your organization achieve its goals.

 

Nursing Profession Blog: Work Life Balance a Struggle for Older Nurses

Written by LeAnn Thieman, CSP, February 8th, 2012

During the past 35 years, the nursing profession has experienced an interesting trend: The number of nurses 50 years and older has more than quadrupled, and the number of nurses ages 35 to 49 doubled (according to the Institute of Medicine of the National Academies, an independent, nongovernment organization). Older and middle-aged nurses now represent almost three-quarters of the nursing work force. The average age of a registered nurse is 47.

nursing profession

Nurse writing on whiteboard --- Image by © Simon Jarratt/Corbis

During their long careers, nursing professionals will constantly struggle with work life balance; giving themselves completely to their career and rarely taking the proper steps towards their own health and happiness. My “Self Care for Healthcare” encourages nurses of all ages, but especially those older nurses who have neglected themselves for many years, to take proper steps towards spiritual, mental and physical health.

What is your facility’s plan for nurse recruitment and nurse retention knowing that there will be a vast exodus of nurses in the next ten years? Do you have programs to help your nurses with work life balance?

As a nurse speaker, I specialize in nurse recruitment, nurse retention, and work life balance and can help improve morale, retention and recruitment. CONTACT ME TODAY to talk about my powerful keynotes, workshops and programs. I look forward to helping your organization achieve its goals.

 

Nurse Retention and Recruitment Blog: Rural Nurses in High Demand

Written by LeAnn Thieman, CSP, February 1st, 2012

The healthcare field is highly concerned with the looming nursing shortage, especially in rural areas. Many nursing professionals are getting older and retiring and there are not enough nurses to fill the open positions.nursing professionals

Marquette University’s College of Nursing chose three providers in the United States to help work on the three-year grant project known as SOAR-RN (Supporting Onboarding and Retention of Rural Nurses).  This grant will come up with a pipeline to take in enough students to meet the future demand for the need in rural areas.

There are two major challenges that rural nursing professionals face that SOAR-RN has taken into account:

1. They must be generalists and know about a variety of medical conditions they may encounter on a day-to-day basis.

2.  They are required to treat patients with fewer resources. Rural nurses are forced to get creative with the limited resources they have, or must stretch resources, while still being focused on four-star care.

SOAR-RN will encourage experienced nursing professionals to mentor up-and-coming nurses and give them the skills they need to thrive in a rural setting.

Are you a nurse working in a rural area, or do you know one? Please comment with the challenges you are facing at your facility.

To learn more of my nurse recruitment and nurse retention strategies and/or to have me speak at your facility to improve morale, retention and recruitment, contact me.