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Being a nurse is not easy. The stress levels in this profession are through the roof. The hours are long and you are in constant contact with people who are sick and need your help to get better. There’s a lot of pressure involved in nursing and it seemingly never gets easier.
You need to be committed to the job in every way, physically and mentally. The profession is so grueling, in fact, that according to a survey performed by the Robert Wood Johnson Foundation , one in five nurses will leave the profession within their first year on the job.
That’s why managers in the nursing industry, and the healthcare industry in general, have a very difficult job. Nurses are hard to come by as is, but finding and retaining great nurses is an even harder task.
How can you make sure that your best nurses want to stay with you? How do you keep the leaders of your nursing staff happy, fulfilled and excited about coming to work every day?
It’s difficult, no doubt, but not impossible.
Developing a caring and positive culture for your nursing staff is probably the most important aspect of keeping them happy. To do this, you need to know what the issues are that matter most to nurses. Generally, nurses want to work at a medical institution that stresses positivity, safety for nurses and patients, open communication and commitment to great service.
It’s not only important to nurture these cornerstones of your culture once they have been agreed upon. You need to hire nurses with these values in mind. The reason for this is the simple fact that these values are not going to be able to truly resonate with your staff if they are coming exclusively from the management.
Your best nurses, all of which should believe strongly in these values, need to be instilling them into the rest of the staff every day. Providing your best nurses with a culture that suits them well and allowing them to become promoters of this positive culture gives them no reason to want to leave.
Making sure that your nurses are working less overtime than usual is actually easier said than done. Overtime is something that simply comes with the territory in this profession. However, studies have shown that nurses who work less overtime enjoy a higher level of workplace satisfaction.
A recent survey by the National Center for Biotechnology Information claims that nurses who work shifts that are longer than 12 hours are more likely to leave their jobs and nurses who work more than 40 hours a week are more prone to both turnover and job dissatisfaction.
While you probably won’t be able to completely put an end to nurses working overtime, you can surely do a better job of regulating it. It’s sometimes very easy to simply let your best nurses take a lot of overtime, simply because it’s tempting to always have your best people out there helping patients. But overworking your best nurses could easily lead to burning them out and losing them.
It’s a much better practice to distribute shifts as equally as possible so that your best nurses don’t feel overworked or taken advantage of at any moment. Make overtime the exception, not the rule.
If you want to keep your best nurses, you are going to have to start giving them more independence. This process starts with allowing them to be part of the process when it comes to creating work schedules. Many nurses are unhappy about the lack of say they have when it comes to putting together the work schedule.
One of the best ways to end this dissatisfaction is to allow your nurses to set up their own availability and then create work shifts based on their preferences. Not only should you be allowing all of your nurses to have their voices heard about their availability preferences, but you should also give more control to your head nurses when it comes to scheduling in general.
Your best nurses should be able to own the scheduling process for their teams. This is a good idea for two main reasons: firstly, they know the needs and abilities of their teams better than managers do, and secondly, giving them more control in general will lead to greater job satisfaction. Your best nurses will not only never shy away from added responsibility, they’ll most likely welcome it. Showing them that you trust them with scheduling their teams can go a long way when it comes to job satisfaction and loyalty.
Hospitals and nursing centers that listen to their nurses’ suggestions tend to have the happiest nurses and the best staff. Nurses know better than anyone what your medical institution needs to improve.
Ask for their input regularly through surveys and implement some of their recommendations. Make sure that your nurses have everything they need to work effectively, especially when it comes to equipment and supplies.
The medical facilities with the best retention rates address the concerns of their nurses and even allow the nursing staff to not only recommend, but also collaborate in the processes of putting together and implementing plans according to what the nursing staff needs in order to perform their everyday tasks at a higher level.
Your best nurses want to advance their careers. As a manager, you should be facilitating these needs. It’s a good idea to have some type of a career development program in place that can help your best nurses meet their career goals without having to leave your establishment.
These types of programs also help to breed better relationships between staff and management. When nurses see that the management values them and wants to see them stay and fulfill their career goals within the same facility, they will be more likely to stay.
Residency programs can also go a long way in improving retention. Having a good residency program enables you to not only develop and keep your best nursing students, it also gives the perceptors more incentive to stay. If the experienced nurses see that the novice nurses are satisfied enough to stay within them after they have finished their studies, they too will have a greater sense of satisfaction as mentors.
Retaining your best nurses is important for the obvious reason of maintaining the quality of the care that you are offering to your patients. It’s also important for financial reasons.
According to the Journal of Nursing Administration , when taking in all of the costs (training, orientations, recruiting, advertising, decreased productivity, etc.), you’ll spend an average of $82,000 to replace a single nurse.
That figure alone should give managers an idea of why retaining your best employees in this industry is absolutely crucial.
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Below is a collection of nomination letters submitted by readers who have given The Boston Globe permission to publish their letters online. If you cannot find a letter, it most likely means we did not receive the proper permissions to publish it in time.
Addison Gilbert Hospital, Lahey Health
Team Nomination: RNs and Nursing Assistants at the Senior Adult Unit
Addison Gilbert Hospital, Lahey Health
At the Senior Adult Unit at Addison Gilbert Hospital, the RNs and their assistants care for our most vulnerable older adults. Acute Geriatric Nursing requires knowledge of Evidenced Based Nursing Practice and a heart that understands the complexity of both the medical and emotional needs of elders and their families. The RNs who work at the Senior Adult Unit approach their work with positive attitudes and understanding of illnesses that may have affected their patients in devastating ways. Day in and day out, the compassion and kindness provided to their patients is immeasurable. Please salute the Nurses of the Senior Adult Unit. — Nominated by Shirley Conway
Alden Court Nursing Care & Rehabilitation Center
Marilyn Jacobs , Alden Court Nursing Care & Rehabilitation Center
Marilyn works as a nurse unit manager on a long term care unit at Alden Court, a skilled nursing facility. Marilyn exhibits everything you envision when thinking about what a nurse should be. Marilyn is “old school” in her work ethic. She shows compassion to all the residents, family members, and staff. Marilyn’s day-to-day interactions with some of the “more challenging” residents never seem to deter her from the mission of providing quality care.
A few years back, Marilyn lost her daughter. I honestly was worried about Marilyn coming back to work after her bereavement time as I felt it might have been too difficult for her. Although she mourned her daughter’s passing, Marilyn never let that deter her from the mission of caring for the residents. I trust Marilyn and am honored to salute and nominate her for this award.— Nominated by Brad Truini, executive director, Alden Court
Deborah Burke , Anna Jaques Hospital
Deb is a nursing supervisor for the hospital that I work for (Anna Jaques Hospital) as well as a nurse manager in the emergency department at Melrose Wakefield Hospital. I have worked with Deb over the last four-plus years as a medical-surgical nurse with Deb as a supervisor. Deb does not just demonstrate compassion for patients and their families, but her colleagues as well. Any time a nurse on the floor needs assistance with a difficult situation or even just to place an IV, Deb is there without complaint and with a willingness to help. She genuinely loves what she does and it shows through her enthusiasm to educate others in a way that makes them feel accomplished and competent. When a nurse is going through a difficult time or has an emergency, she goes out of her way to make any accommodations possible with staffing so that that nurse is able to tend to her family or personal matter. She interacts with patients and their families and is always there for anyone.
When Deb’s husband was sick this past year, Deb was still there with a smile on her face to teach a PALS class that I was taking at the hospital. When she lost her husband that same month she had a line of support out the door with colleagues from both hospitals attending the wake.
Deb deserves all the recognition for being an exceptional nurse and someone that I, and many others, look up to as a true compassionate leader with a love for what she does.— Nominated by Keri Ciofolo
Eileen Kane , Anna Maria College
Nursing school is not easy. Luckily, I have had the honor to have Professor Eileen Kane by my side during the first semester of my junior year. Not only was she knowledgeable inside the classroom, but Professor Kane also displayed compassion and care to her students outside the classroom. She comes to class positive and upbeat, making me eager to learn. I want to thank her for helping me through such a tough semester and being a role model for the future nursing graduates at Anna Maria College.—Nominated by Julia Raskind [Bay Pointe Rehabilitation Center] Baywood Unit Nursing Staff] Bay Pointe Rehabilitation Center For the past two years, our family member has been a long-term patient at the Bay Pointe Rehabilitation Center in Brockton on the Baywood Unit. Her struggle with dementia reached a point where her memory was no longer reliable and she needed help with all of her daily activities. Over the past year, she has experienced a progressive decline and is now no longer able to recognize her family. During this period, the nursing staff at Bay Pointe have provided her with a friendly and warm environment where she has safe surroundings and all her needs are met. We visit on a regular basis and are greeted by long term staff who are knowledgeable about the day-to-day events of our family member. The nursing staff understand the complications and behavioral issues that develop in those with dementia and provide the appropriate treatments. Our family also appreciates the activities both large and small that bring a measure of joy and dignity into our loved one’s daily life. Nursing staff who perform this work do not get the recognition that they truly deserve.— Nominated by Sharon Sullivan
Beaumont Rehabilitation and Skilled Nursing Center
Ann Spaulding , Beaumont Rehabilitation and Skilled Nursing Center, Natick
Ann Spaulding is a true extrovert who is energized by people. She has great stories about her upbringing and nursing experience. Most importantly, she strives to be a good person and succeeds. Ann gets to know residents individually, as well as their families. She dedicates as much time as needed to make them feel comfortable, to educate them, and answer questions. She sits with residents to comfort them, sings and dances with them, and advocates tirelessly for them. She can be found walking the halls with a dementia resident; she really knows her patients.
When Beaumont at Natick was built, Ann was looking for a part-time job as her kids were in school. She started working here before residents were admitted. Some 15 years and “many hats” later, Anne has done so much. Being from Natick, she knows many of our residents or their families. People find this quite comforting, especially if it is their first long-term care experience. Family members call Ann with questions and concerns about their loved ones long after they leave our facility. She is an integral part of this institution.—Nominated by Michele McGovern
Linda Dutile , Beumont Rehabilitation and Skilled Nursing Center, Northborough
Linda Dutile began her career in 2009 as a recreation assistant. Her passion as a caregiver grew and lead her to train as an LPN. Not long after becoming an LPN, Linda pursued and acquired her RN. Currently, she is a nursing supervisor at Beaumont at Northborough. Linda has worked very hard to develop her nursing career; a career she truly loves and one for which she most definitely was meant. You can ask any staff member, family member or resident here about Linda and you will most definitely hear praises. No matter how busy Linda is, she will stop in her tracks to say a genuine “hello” to a visitor or to greet a resident who smiled at her. One of Linda’s roles is that of mentor nurse, a role that entrusts her with the responsibility of training new nurses. Their training is a responsibility she takes on wholeheartedly, knowing that she is helping shape the next generation of nurses. It is for her dedication to her nurses, the residents, and the family members that Deb Wade nominates Linda Dutile.— Nominated by Kathleen Lynch
Patricia Marengo, Beaumont Rehabilitation and Skilled Nursing Center, Worcester
Patricia Marengo began her career at this community in 2007, before it became Beaumont at Worcester. Patricia comes from a family of nurses, as both her mother and sister are nurses. In fact, she began as a nurse’s aide under the supervision of her moth
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