With the recent pandemic and other stresses, numerous nurses may be looking to exit the field. Nurse shortages are not something new and continues to be an issue. The industry is in demand but needs to find ways beyond salary to attract more individuals to the field itself. It is essential to better manage nurses and departments to ensure nursing satisfaction is met and nurses reap the rewards of a fulfilling career. Flexibility and options are key.
The article, “Two-Thirds of Nurses Poised to Quit in Coming Years: 8 Steps Healthcare Employers Can Take to Address Potential Mass Exodus” by A. Kevin Troutman looks closer at the dilemmas facing the nursing industry. In the article, Fisher poses the question how can nursing management and healthcare facilities attract more nurses but also keep the current staff satisfied. He lists 8 steps healthcare employers can utilize in meeting these demands. He states,
“The below list of eight suggestions is by no means an exhaustive list of things healthcare employers can do to deal with the challenges of the current nursing shortage. It does, however, illustrate that even in the face of dire predictions for the future, you can take steps to better protect your organization, your patients, and – most importantly – your employees.”
Two-Thirds of Nurses Poised to Quit in Coming Years: 8 Steps Healthcare Employers Can Take to Address Potential Mass Exodus. A. Kevin Troutman. Fisher Phillips. JDSUPRA. Oct 10, 2022. Access article here
Commentary
With nurses playing such a key role in healthcare, it is important to address nursing shortages and why. Finding solutions to find more nurses and retain existing staff is critical to the healthcare industry, especially after the recent pandemic issues.
The demand for nurses is determined by a number of factors, including the number of patients needing care, the severity of their conditions, and the availability of other health care professionals. The American Nurses Association estimates that there are currently more than 1.2 million nurses working in the United States, and that this number will need to increase to 2.4 million by 2030 to meet the demands of the growing population. There is a current demand for nurses in the healthcare industry. This is due to the aging population and the need for more preventative care. The demand for nurses is expected to continue to grow in the coming years.
There are a number of reasons for the high demand for nurses. The first is the aging population. As people live longer, they require more medical care. This includes both acute care and chronic care. The second reason is the increase in chronic diseases. These conditions require ongoing management and often result in multiple hospitalizations. The third reason is the increasing complexity of care. With advances in medical technology, patients require more sophisticated and expensive treatments. This requires a higher level of nursing care.
However, within this demand is a fear of many existing nurses seeking to quit their positions. The high turnover rate among nurses is a major problem for healthcare facilities. There are many reasons why nurses quit, but the most common ones are poor working conditions, low pay, and burnout. Healthcare facilities need to do more to retain their nurses by improving working conditions and offering competitive pay.
The pandemic has also played a key role on stress on nurses and why many may be looking for less stressful jobs. The COVID-19 pandemic has taken a toll on healthcare workers, particularly nurses, who are on the frontlines of the fight against the virus. The stress of working long hours in high-pressure situations can lead to burnout, anxiety, and depression. In order to support nurses during this difficult time, it is important to provide them with adequate resources and opportunities for self-care. Additionally, creating a supportive work environment where nurses feel valued and respected is essential.
Nursing Management can better retain nurses and attract other potential nurses
There are a few key ways in which nursing management can keep employees. First, it is important to establish clear expectations and goals for employees. Additionally, regular communication and feedback are crucial in order to ensure that employees are on track and meeting expectations. Additionally, providing opportunities for professional development and growth can help retain employees. Finally, creating a positive work environment and culture is also important in keeping employees engaged and motivated.
In addition to keeping employees, nursing management needs to find ways to attract new nurses to help with the work.
There are a few things that nursing management can do in order to attract new employees. One is to offer competitive salaries and benefits. Another is to create a positive work environment where nurses feel supported and valued. Additionally, nursing management can provide opportunities for professional development and career advancement. By doing these things, nursing management can make the profession more attractive to potential employees.
Conclusion
In conclusion, the nursing shortage is a problem that needs to be addressed. There are many ways to address the nursing shortage, but one of the most important is to keep nurses in the profession. To do this, we need to support nurses in their career development and provide them with opportunities to grow and advance in their careers. We also need to create a work environment that is conducive to retention and recruitment of nurses.
Please also review AIHCP’s Nursing Management Certification Program and see if it meets your academic and professional goals. The program is online and independent study and open to qualified nurses and professionals who are seeking a four year certification. By completing the required courses, nurses can diversify their career and seek higher positions in the healthcare profession within the field of nursing management.
Additional Resources
“Global nursing shortages – action for change” Vari M Drennan and Fiona Ross. British Medical Bulletin. 2019. Access here
“Innovative Information Technology Solutions: Addressing Current and Emerging Nurse Shortages and Staffing Challenges Worldwide”. Lloyd, Jenna; Ferguson, Stephanie L Nursing Economics. Vol. 35, Iss. 4. July/August 2017. Access here
“Why Is There a Nursing Shortage?”. Kristen Hamlin. Nurse Journal. August 29th, 2022. Access here
“Understanding the American Nursing Shortage”. S. Behring. Healthline. August 11th, 2021. Access here