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Posts from February, 2015

Nurse Retention: How Satisfied Are Nurses?

Written by LeAnn Thieman, CSP, February 26th, 2015

Nearly 90% of nurses, regardless of age, are satisfied with their career choice, and 73% are satisfied with their current jobs, which means we should be optimistic about nurse retention and nurse recruitment.

With the improving economy, approximately 23% of nurses age 55 and older plan to dramatically change their work life, citing retirement, taking a non-nursing job, or working part-time as very near-term possibilities, according to the annual survey conducted by AMN Healthcare.

Nurse Retention_Nurses Satisfied with JobsRNs ages 19-39 were less likely to believe the quality of care has generally declined (37%), compared with RNs 40-54 (56%) and RNs 55 and older (66%).

The possible departure of a significant number of older nurses from the workforce is concerning, but is to be expected as nurses approach retirement age.

Healthcare systems must use innovative approaches to attract and retain their workforce while keeping them effective and satisfied. Innovative workforce solutions are needed to help maintain high standards of patient care during these times of dramatic change in healthcare industry.

To learn more about nurse recruitment and nurse retention visit SelfCare for HealthCare™. Contact me today to plan a powerful Nurses Week event at your facility that will be the best retention tool you’ve ever invested in.

Need a Good Reason to Eat Chocolate?

Written by LeAnn Thieman, CSP, February 24th, 2015

Nurse Retention: Younger Nurses Are Most Optimistic

Written by LeAnn Thieman, CSP, February 19th, 2015

The generational differences are showing in nurses’ views of the practice, with younger RNs more likely to have a positive opinion of the nurse supply and use of electronic medical records, according to the annual survey conducted by AMN Healthcare. Results were based on 3,413 responses from questionnaires emailed to 101,431 RNs. This difference in optimism certainly has an impact on nurse retention.

optimism important for nurse retentionThe survey found that while the vast majority of nurses remain satisfied with their career choice, the younger generation is more optimistic about the profession and more receptive to the changes the industry is experiencing.

Despite existing shortages, RNs ages 19-39 are more confident about the supply of nurses and their ability to meet the demands of healthcare reform; 45% of them believe the shortage has improved during the past five years, compared with 41% of RNs ages 40-54 and 34% of RNs ages 55 and older.

Generational differences also appeared involving the use of electronic medical records, a requirement of the Affordable Care Act. While 67% of younger nurses agreed or strongly agreed EMRs were a positive influence on job satisfaction, that number fell to 51% for nurses 40-54 and 45% for RNs 55 and older.

Similarly, 60% of young RNs agreed EMRs positively influence productivity and time management compared to only 38% of older RNs.

To learn how to bridge generational differences, create positive work environments and increase nurse retention among all generations, visit SelfCare for HealthCare™. Contact me today to bring this life-changing program to your nurses!

Workplace Wellness Programs Save Money

Written by LeAnn Thieman, CSP, February 17th, 2015

Workplace Wellness Programs Save Money

Written by LeAnn Thieman, CSP, February 12th, 2015

Deposit Into Piggy Bank Savings AccountWorkplace wellness programs help cut health care costs and reduce hospital admissions for employees with chronic illnesses, a new study suggests.

Study senior author Dr. Soeren Mattke, a senior natural scientist at RAND Corp., a nonprofit research organization, said the study examined PepsiCo’s Healthy Living wellness program over the course of seven years. Among the program components were health risk assessments and on-site wellness events. The company’s wellness program also provided help with disease and lifestyle management, along with a hotline that provided advice from a nurse.

The researchers assessed the experience of more than 67,000 employees eligible for the disease- and lifestyle-management programs. The study, published in the journal Health Affairs, found that the disease-management program alone resulted in a cost reduction of $136 per month and a 29% drop in hospital admissions among participants. The researchers found that every $1 invested in the wellness program saved $3.78 in health care costs.

Employees who participated in both the disease- and lifestyle-management program saved $160 each month. Hospital admissions among this group fell by 66%.

To learn how to improve your workplace wellness programs to save lives and money visit SelfCare for HealthCare™. Contact me today to bring this life-changing gift to your staff.

Magnet Hospitals Give Better Patient Care

Written by LeAnn Thieman, CSP, February 10th, 2015

Nurse Recruitment Needed to Assist Veterans

Written by LeAnn Thieman, CSP, February 5th, 2015

nurse recruitment needed to care for vetsThe Department of Veterans Affairs (VA) selected five organizations and state and local governments to participate in a new pilot program to assist veterans and their families who are transitioning from military service to civilian life in rural or underserved communities, resulting in the need for increased nurse recruitment in these areas.

The Rural Veterans Coordination Pilot (RVCP) is two-year program that awards up to $2 million to these participating governments and organizations. Grantees are to use the funds to aid in the adjustment to civilian life in one or more of the following areas: (1) Increasing coordination of health care and benefits for veterans; (2) Increasing availability of high quality medical and mental health services; (3) Providing assistance to families of transitioning veterans, and; (4) Outreach to veterans and families.

“We want to do everything that we can do to support our veterans and their families,” said VA Secretary Robert A. McDonald. “We are looking forward to working with these organizations. This two-year pilot will not only be beneficial to those veterans we currently serve, but to future veterans as we learn best practices to replicate it in other rural communities throughout the country.”

The five selectees are:

– Maine Department of Labor – State Entity;

– Westcare Washington, Inc. – (Washington State to include Oregon) – Non-Profit Organization;

– Volunteers of America North Louisiana (includes Arkansas and Texas) – Non-Profit Organization;

– New Mexico Department of Veterans’ Services – State Entity; and

– Nebraska Association of Local Health Directors – Non-Profit Organization

More nurses will be needed to help our veterans. To learn the most effective nurse recruitment and nurse retention strategies visit SelfCare for HealthCare™. Contact me today to discuss the implementation of this highly effective program at your facility.

Where Have All the School Nurses Gone?

Written by LeAnn Thieman, CSP, February 3rd, 2015