Explain Different Methods Of On-The-Job Training And Off-The-Job Training 7 Most Common Nurse Retention Mistakes

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7 Most Common Nurse Retention Mistakes

I’ve met with many of today’s influential nursing leaders, human resources professionals, and healthcare executives, and spoken with hundreds, perhaps thousands, of industry experts.

I have often wondered why these industry powerhouses are all grappling with the same vexing problem – recruiting and retaining skilled nurses – and why they make the same disastrous mistakes again. I recently discovered the answer to my question in a seminar by LeAnn Thieman, best-selling author of “Chicken Soup for the Nurse’s Soul,” at the Texas Organization of Nurse Executives annual conference.

The presentation inspired me to write “7 Most Common Nursing Retention Mistakes,” bringing together inspirations from the many experts I’ve met, including Thieman. I hope this simple yet meaningful guide helps organizations find practical solutions to the very real problem of hiring and retaining quality nurses.

How many of the 7 most common mistakes can you recognize in your organization?

1. Inadequate staffing levels

Many hospitals today are struggling to find and retain nurses. The reasons are many: staff cuts in the 1990s used to offset rising health care costs, a shortage of nursing teachers in colleges, and perhaps even a lessened interest in the profession by millennials. Regardless of the cause, the outcome is the same whenever there is an extended period of understaffing nursing. As existing staff members absorb the workload, stress increases and job satisfaction decreases, resulting in increased turnover. And so the cycle continues. We have been contacted by hospitals that have tried for years to maintain a healthy nurse-patient relationship, but despite their best efforts, the problem has gotten worse. They are frustrated; nurses are unhappy and patient satisfaction suffers, along with patient safety.

With all its complexities and constant change, today’s healthcare environment requires a new approach. One focused on a multi-faceted recruitment and retention plan that begins by defining the right nursing staffing ratios for your facility, sets recruitment and retention goals, and uses proven short- and long-term recruiting methods.

2. Training programs that miss the mark

Many customers find that while they have training programs in place, the results are mixed. Nursing trainees are not as productive or satisfied with their new positions as hoped. How come? It may be because the training is not tailored enough to prepare nurses for the full range of duties and expectations that will ultimately determine success in their organization.

What better way to learn this than from a colleague and fellow nurse who is currently successful in the job. I recommend our clients to adopt a Nursing Preceptor program. Start by asking yourself, “Whom in my organization do I want more from?” Then narrow your pool of applicants by determining who has the temperament to teach. These are your preceptors. They are strong nurses who willingly participate.

Keep in mind that a good nurse is not necessarily a good coach. We teach all of our Nursing Internships specific communication skills and learning applications to prepare them for tutoring roles. Look for these skills in your employees or consider training them. So, don’t forget to adjust your tutors’ workloads to take into account their new responsibilities, so they don’t burn out quickly.

3. Cultural calamity

Every organization has dominant values, beliefs and attitudes that define it and guide its practices. An employee who believes in these values ​​strengthens the organization, as well as colleagues. But those who are out of step with the corporate culture will lower morale and inhibit the effectiveness of your nursing team. In a fast-paced, high-stress environment where colleagues rely on a fully functioning team, cultural fit is key. So whether you’re hiring staff or contracting an agency to train mobile or international nurses, look for a strong clinical and cultural program that’s right for your organisation. Ask how mission nurses are trained so you know they will adapt seamlessly to the US healthcare system and understand the needs of American patients. Are your mission nurses prepared to effectively address the health concerns of Americans and the expectations of their caregivers? Do they understand the role of relationships and empathy?

Ensuring cultural alignment to your organization will strengthen the performance of your nursing team and strengthen long-term retention.

4. Poor compensation and career opportunities

Not everyone is motivated by money, but recruitment and retention issues are all but guaranteed if your nursing pay package doesn’t keep up with competitors in the market. Keep in mind that compensation means different things to different people. So whether it’s salary, bonuses, flextime or time off, know what your competitors are offering and match or beat them to ensure you don’t lose out on your best nurses.

5. Strategic planning which is not

The best nurses are usually the hardest to recruit and also the hardest to retain. You need a plan. Involve all stakeholders in the development of your strategic solutions, especially nurses in the field. Think beyond your standard approach. Consider all options before deciding what works best for your organization. Are hiring bonuses viable? Will they help build a stable, long-term team of nurses? What role will international nurses play? How will you measure the effectiveness of your strategies?

6. Boomers versus Millennials

We all know by now that these two very different generations communicate and work and think, well… very differently. But what does this mean for your organization and how have you prepared your nursing team? Developing relationships outside of our comfortable niche groups doesn’t come naturally to most adults, especially Boomers. After all, we’ve spent a lot of time developing certain styles and designs, and we value those who feel the same. Without enough motivation, that won’t change. Boomers need to look beyond “the lack of work ethic” they see in their younger counterparts, and Millennials need to think beyond “boomers just resist change”. To maximize the contribution of each generation, your organization must help facilitate dialogue that fosters understanding and appreciation for each group’s contribution. Only then will you have a fully functional intergenerational team.

7. Overly aggressive competitors

A client in one state complained to me that, when he thinks he’s winning the battle against a nurse shortage, a competitor from a neighboring state lurks in a nearby hotel and recruits and interviews its nurses, offering better hiring and working hours. My answer is to refer to points 1 to 6 above.

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