Like observers of a mother driving herself to exhaustion and sickness by taking care of her children day after day, U.S. providers are seeing measured declines in their caregivers. The numbers reveal just how bad it is.
To better appreciate this sector's alarming nurse-staffing nightmare, it's helpful to recall the warden's famous line in Cool Hand Luke: "What we've got here is failure to communicate.
Attendees at the Nov. 6 McKnight's webinar will learn how to adopt employee-centric practices that will improve staff satisfaction and retention. Takeaways will be proven practices and practical advice that will help providers achieve the Quality Initiative goal of reducing nursing staff turnover 15%. Irene Fleshner, RN, MHA, FACHE, Senior Vice President for Strategic Nursing Initiatives for Genesis HealthCare, will be the featured presenter.
After stealthily observing long-term care professionals in the wild for the past 15 years or so, I've come to see you as a perplexing and elusive study in contrasts. Perhaps you haven't noticed me. I've been conducting my research from a camouflaged duck blind in the lobby.
This is going to sound terribly wrong on the face of it. There's no way around it. It appears that the nation's largest association of nursing home operators has just bought itself a whole lot of credibility.
Assisted living communities have always had high turnover rates - generally attributed to the prevalence of non-professional/low paying jobs. Estimates for staff turnover range from a low of 21% to a whopping 135%, with an average of 42%.
The turnover rate in long-term care is a very significant problem, so I dug into the research about it. Some of the findings were shocking. Others were simply very disappointing. Here's what I found, and what can be done to improve conditions.
Handing in your resignation is rarely an easy event. As a leader, be it a program manager, assistant or an administrator, ask yourself this question: How do I treat people when they resign to take another job?
The turnover rate for long-term care nurses is far higher than the national average, but facilities can improve retention by adjusting human resources practices, a top workforce researcher said in a McKnight's webcast Thursday.
Finding and keeping good employees is essential for delivering quality resident and patient care. Given the cost of replacing staff, it's never too early in the employee lifecycle to think about reducing dysfunctional turnover
Organizations must take steps as early as possible in the employee lifecycle to address dysfunctional turnover. From selection to 'onboarding,' there are specific strategies to improve employee retention.
Skilled nursing facilities that have fewer rehospitalizations are likely to retain their licensed nurses at a higher rate than other SNFs, according to a study in the April issue of Gerontology.
The overall retention rate for all assisted living employees was 73% in 2011, a new survey from a provider group finds.
'Pay attention: Retention pays' was the title of the latest in a series of free McKnight's webcasts for long-term care professionals. The hour-long event was broadcast live Aug. 28 and is available for a year via the McKnight's online archive. Lead presenters were Shelly Szarek-Skodny, the president and CEO of Legacy Business Partners, and Mark Woodka, the CEO of OnShift Software. They addressed staffing strategies critical for minimizing turnover and retaining good employees, a route to better outcomes, higher occupancy, increased resident satisfaction — and a healthier bottom line.
The holy grail of long-term care hiring would have to be the ability to divine in advance who will end up becoming a personnel liability and workplace nightmare. Most providers try to do that with a combination of intuition, hypnosis, polygraphs, frisking and background checks.
I think we might have caught some of you sleeping not long ago. That's the only way I can explain what happened - or should I say what did NOT happen.
A year after healthcare reform became law, finding and keeping good industry employees continues to be a massive challenge, especially in long-term care, an expert in healthcare recruitment and retention said Wednesday.
A number of different trial programs conducted around the country have proven successful at retaining experienced direct-care nurses, according to a new study from the Robert Wood Johnson Foundation.
A new initiative to study the future of nursing in America and help address the growing nursing shortage, was launched Tuesday by the Institute of Medicine and the Robert Woods Johnson Foundation.
Nursing homes aren't reaping the benefits of a temporary easing of the nursing shortage nationwide caused by generally improved economic conditions, a new analysis finds.
The recently released Department of Health and Human Services survey of long-term care nursing assistants (CNAs), and a forthcoming survey of home health workers, reflects the department's commitment to the needs of the long-term care workforce, Secretary Kathleen Sebelius says.
Major issues of the day, plus the start of a new mentoring program, will grab the spotlight at the 43rd annual convocation and exposition of the American College of Health Care Administrators this weekend and early next week. Administrators and other long-term care leaders will seek answers about the federal government's new Five-Star rating system, possible Obama administration policies and legislative hurdles at the event, which runs through Tuesday in Providence, RI. Dr. Vincent Mor, chairman of the Department of Community Health at Brown University's school of medicine, headlines as keynote speaker. Dr. Douglas Olson will introduce ACHCA's new mentoring program, through the Academy of Long Term Care Leadership and Development.
Japan, like many countries around the world, is facing a serious shortage of caregivers to look after its rapidly growing elderly population. Unlike others, however, it is about to create an army of robot nurses.
Hospitals and nursing facilities around the country are getting more dramatic in their efforts to attract new employees in the face of a worsening nurse shortage, according to a recent report.
Congress should enact reforms that bolster the long-term care workforce and help address the nursing shortage, the American Health Care Association told lawmakers Monday.
Long-term care providers, who frequently suffer employee turnover rates near 100% annually, have three new resources designed to reduce workforce turnover. The new tools, which were announced Monday by the Better Jobs Better Care Coalition, also can help providers find new employees and create a better work environment for the staff they already have, researchers said.
Registered nurses are the least satisfied healthcare professionals, according to Press Ganey's Check-Up Report: Employee and Nurse Perspectives on American Health Care Organizations.
Nursing homes may want to turn their attention to hospitals, which are trying a new method to retain and recruit nurses. Instead of offering financial incentives, they're improving job satisfaction, according to The Washington Post.
Authors from several healthcare organizations have developed a code to protect the rights of foreign-educated nurses, including those who work in long-term care.
Another state is putting limits on the numbers of hours nurses have to work. New York Gov. David Paterson (D) recently signed legislation banning mandatory overtime for registered nurses and licensed practical nurses in nursing homes, hospitals and other healthcare facilities.