There is no denying that nurses have undergone significant changes in the past several years, from pre-COVID times to the present. This has impacted the industry, with staffing shortages, caregiver burnout, and the need to adopt new hiring and retention strategies. To address these issues, it is crucial for healthcare leaders to listen to their organization’s needs and the caregivers’ voices.
In Medical Solutions’ recent Voices of Care Survey Report, they focused on core nursing staff (permanent nurses) comprising of Registered Nurses (RNs) and Advanced Practice Registered Nurses (APRNs). The survey aimed to provide valuable insights into their characteristics, attitudes, and behaviors compared to travel and per diem staff, helping healthcare facilities enhance their recruitment and retention strategies.
Understanding Core Nursing Staff
According to the U.S. Bureau of Labor Statistics, in the United States most bedside nurses, or core nursing staff, are female. This is supported by the findings in the Voices of Care survey, which also found that the highest concentration of respondents were millennials and Gen X, aged 30-49. Healthcare organizations must understand the mindset of this demographic to effectively hire and retain staff in the future.
Factors Influencing Permanency Choices
The survey revealed that 64% of respondents are married, 49% have dependents, and 69% prioritize ”being with family” as a consistently important factor in choosing permanency. Other crucial reasons for selecting permanent roles include stable income and a preference for living at home.
Core nursing staff also value working with the same team regularly, consistent policies, and opportunities for career development. While not a primary factor, some nurses cited the stressful nature of traveling as a reason for choosing permanency.
Finding A Balance of Adequate Staffing and Work-Life Harmony
Core nursing staff prioritize patient care and are driven by ensuring positive patient outcomes. The survey highlights their need for appropriate staffing levels and a healthy work-life balance to perform at their best.
Insights into Workplace Preferences
Most survey respondents (70%) work in hospital settings, with 89% engaged in direct care. Healthcare leaders should consider where their staff prefers to work and understand the underlying reasons. Interestingly, the survey found that 17% of core nursing staff plan to transition to travel nursing, while 16% intend to seek new employment elsewhere.
Only 27% of these respondents feel adequately compensated for their work, with higher pay significantly motivating potential departures. Respondents’ reasons for leaving current roles or leaving the nursing profession altogether include feeling undervalued or unsupported, lacking career fulfillment, and experiencing mental health issues, stress, or burnout.
Addressing Mental Health and Burnout
As traditionalists and baby boomers retire, there will be an increasing demand for new nurses from the younger generation. These nurses place a high value on mental health, necessitating flexible approaches to address mental health and burnout in the nursing industry. Immediate steps that healthcare facilities can take include encouraging self-care, prioritizing mentorship, forecasting labor needs, providing mental health support, offering flexible work schedules, improving staffing ratios, and ensuring comprehensive health and wellness benefits.
Importance of Career Development
Core nursing staff across all age groups prioritize career development opportunities. The survey indicated that nurses desire specialized skills training, classes, and support for specialty certifications for their professional growth. While priorities vary between age groups, mentorship and education remain crucial across generations.
With a better understanding of core nurses’ preferences, healthcare leaders can foster an environment that promotes adequate staffing, work-life harmony, mental health support, and opportunities for professional growth. By prioritizing these aspects, healthcare organizations can create an attractive and supportive workplace that retains and attracts highly skilled and dedicated nurses in today’s dynamic healthcare landscape.