Posts from November, 2014

Nurse Recruitment: Rural Nurses Are In Demand

Written by LeAnn Thieman, CSP, November 25th, 2014

The need for increased nurse recruitment is everywhere, but especially so in rural areas. We all know of the looming nursing shortage as the current field of nurses gets older and retire. Thankfully, new grants for nursing students are meeting the future demand for the need in rural areas.

rural nurseOne challenge rural nurses face is that they must be generalists – they must know about a variety of medical conditions they may encounter and how to treat patients with fewer resources. Experienced nurses will mentor up-and-coming nurses and give them the skills they need to thrive in a rural setting.

Do you know a nurse well suited to work in a rural area? Would you be up to the challenge?

To learn more about the best ways to implement nurse recruitment and nurse retention programs at your facility visit SelfCare for HealthCare™. Contact me today to discuss how this program can amplify your nurse recruitment efforts.

Nurse Recruitment: A Mass Exodus of Nurses Is On the Horizon

Written by LeAnn Thieman, CSP, November 20th, 2014

During the past 35 years, the number of nurses older than 50 more than quadrupled, and the number of nurses ages 35 to 49 doubled, according to the Institute of Medicine of the National Academies. Older and middle-aged nurses now represent almost three-quarters of the nursing work force. The average age of registered nurses is 47.

nurse retiringHow is your facility planning for the exodus of nurses in the next ten years? What innovative nurse recruitment strategies do you have in place?

To learn the most effective nurse recruitment and nurse retention strategies visit SelfCare for HealthCare™. Contact me today so we can customize this program for your nurses and healthcare staff.

Nurse Recruitment Tool: Healthcare Is Among Fastest Growing Industries

Written by LeAnn Thieman, CSP, November 18th, 2014

Some good information to use in your nurse recruitment efforts: According to the Bureau of Labor Statistics, the healthcare industry is one of the top 10 fastest growing areas for employment over the next decade. Through 2018, there will be more than 3 million newly created healthcare jobs.

healthcare growingWhat does this mean for those of us in the nursing profession? For nurses looking for jobs, this is great news! Workers are needed across the board throughout the healthcare field. We can all help fill this need.

What if every healthcare worker recruited one worker? We can end our own shortages! What ways do you encourage your staff to help the recruitment process? Do you offer rewards for the recruitment of qualified healthcare workers?

Having a thriving workplace that values its employees is one of the best nurse recruitment strategies you can have. Learn about SelfCare for HealthCare™ – a program that transforms workplace cultures and engages nurses and healthcare workers. Contact me today to implement this program at your facility.

Nurse Retention Important to CFO’s and Other Healthcare Executives

Written by LeAnn Thieman, CSP, November 13th, 2014

Nurse retention has become an important issue to all hospital executives, not just the CNO. In the past, finance looked to nursing to get everything done cheaper. Nursing was a cost to the organization and nurse leadership wasn’t taken into account. Today, finance better understands that nursing has an impact on revenue loss prevention.

Healthcare CFOQuality of care impacts the revenue stream and nurse leadership always emphasized quality of care. For example, under new reimbursement rules, hospitals are not paid for hospital-acquired conditions. This potential revenue loss has opened the eyes of the finance team, and they better understand that good quality care makes a difference in cost control.

The nursing shortage has awakened hospital CFO’s to the importance of keeping staffing vacancies filled. Conditions are better now, but a nursing shortage of crisis proportion is looming. Forward thinking hospitals and health systems identify why nurses are joining and/or leaving their organizations. Such information improves nurse retention.

For more resources to increase nurse retention and nurse recruitment, visit SelfCare for HealthCare™. Contact me today to discuss how we can implement this powerful program to improve the overall health of your facility.

Nurse Retention: Programs Created to Ease the Nursing Shortage

Written by LeAnn Thieman, CSP, November 11th, 2014

In an effort to combat the growing nursing shortage, Maryland’s Health Services Cost Review Commission provided institutional funding through state Nurse Support Program (NSP) grants. The goal is to increase the numbers of bedside nurses in Maryland hospitals by improving nurse retention and increasing the number of nurses educated in the state.

Recruit NursesJohns Hopkins University School of Nursing faculty are working to solve the nursing shortage through a variety of NSP initiatives. Four faculty members are collaborating with hospitals that have received NSP grants to fund nurse retention strategies. These include developing preceptor programs, providing tuition for DNP programs and MSN programs, and conducting an interventional study of disruptive behavior in the work environment.

What nurse retention strategies are in place at your facility that will help ease the impending nursing shortage?

To learn more about my program that increases nurse retention and nurse recruitment and helps ease the nursing shortage, visit SelfCare for HealthCare™. Contact me today so we can customize this powerful program for your healthcare staff.

Magnet Hospitals Raise the Bar for Safe Patient Care

Written by LeAnn Thieman, CSP, November 6th, 2014

Researchers at the University of Georgia found that Magnet Hospitals are more likely to adopt safe patient care practices than their non-certified counterparts.

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.

patient careThe 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.

To learn more about my program that increases nurse retention, nurse recruitment and safe patient care practices, visit SelfCare for HealthCare™. Contact me today for details on how we can implement this program at your facility.

The Impact of the Nurse Shortage and Nurse Burnout

Written by LeAnn Thieman, CSP, November 4th, 2014

Working in a very stressful, demanding environment takes a toll on nurses and increases nurse burnout – adding to the nursing shortage. Two factors play a major role in nurse burnout: 1) Lack of support from employers, and 2) Lack of confidence that comes with experience.

burned out lionEven more astounding is the impact that nurse burnout can have on patient care. Studies have found that inadequate nurse staffing correlates to higher patient mortality.

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

Let’s talk today about SelfCare for HealthCare™ – my powerful program that is catching fire with facilities who want to save lives AND save money.