Majority of Nurses Attribute Well-Being Struggles to Staffing Shortages - Seite 3

“Nurses are struggling and have been for years now. They are overworked and understaffed, and addressing their well-being challenges must be a critical priority for healthcare leaders,” said Hank Drummond, Ph.D., MDiv, BA, RN, Senior Vice President, and Chief Clinical Officer. “The patient experience is only as good as the caregiver experience, so we need to ensure our caregivers are well and cared for, both physically and emotionally.”

Other survey findings include:

• Nearly one in five employed nurses don’t know if they would follow the same career path if they could talk to their former selves.
• Most nurses overwhelmingly believe that increased pay rates/incentives are necessary to attract and retain staff and increase flexible scheduling.
• While many healthcare organizations offer opportunities for growth and development, one in three nurses are unaware if their employer has such opportunities, and one in five said their employer does not.
• The most common well-being programs offered include Employee Assistance Programs, hotlines, employer-paid healthcare, flexibility and time off.
• Employed and unemployed nurses greatly believe in the value of national licensure.

To help address some of the challenges facing the nursing profession today, Cross Country Healthcare recommends five ways to revitalize the profession, including:

• Create new opportunities for education.
  • Identify new pathways at the high school, undergraduate and postgraduate levels to expedite the supply of nurses.
  • Recruit more nursing faculty to educate and train the next generation of nurses.
• Offer flexibility and awareness of growth opportunities.
  • Open every door to expedite the transition from the university to the hospital floor and offer more fluid career paths that match individual skills and ambitions to evolve and grow with the person.
• Invest in retention strategies and well-being initiatives that matter.
  • Focus on enriching current and future nurses’ working conditions and well-being to ensure long-term satisfaction and subsequent retention.
• Technological innovation will drive the future.
  • Use technology to understand better equitable workforce distribution, workflow management, employee satisfaction and well-being, and patient safety.
• Explore innovative staffing models.
  • Explore innovative and flexible staffing models, including travel and per-diem nurses, to provide agility and continuity of quality patient care.

The complete study results in the research report are available for download here.