I once rode down a crowded afternoon elevator with the CEO of a managed care company. "It must be 5:01," he commented wryly. I heard a measure of scorn for his employees' lack of dedication to the job. What I saw was a group of people fleeing from utterly uninspiring and unappreciated work.
Ahhh. A new year. It's time for a fresh start, the chance to take life in a different direction. Whatever our roles in long-term care, there are steps each of us can take to enhance the way we treat each other and to have a positive impact on workplace culture.
Increasing staff stability, adopting a customer satisfaction questionnaire, reducing unintended healthcare outcomes, reducing hospital readmissions, improving discharges to the community, and adopting functional outcome measurements are the focus of the next round of quality improvement for the American Health Care Association.
Nearly 18% of new nurses leave their first job within a year, according to a study in Policy, Politics & Nursing Practice.
I was speaking to a group of certified nursing assistant during a session on turnover. The meeting was a hoot, and one CNA in particular shouted, "You are right! You are SO right!" I felt validated by her excitement after I noted how we often run off new nursing assistants by the way we treat them. But then it went bad.
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.
For years, eldercare providers have been required to ensure that staff members attend in-service trainings to remain licensed to work at a community. And for equally as long a time, managers and supervisors have struggled to remind staff to attend these trainings.
Long-term care facilities approach 80% worker flu vaccination rate after handing power to regional pharmacy, AHQR reportsApril 18, 2014
Fourteen long-term care facilities in Pennsylvania dramatically increased their staff flu vaccination rate by having a regional pharmacy take over the process, according to a report issued Thursday by the Agency for Healthcare Quality and Research (AHQR).
Cynicism and "emotional exhaustion" are the strongest predictors of nursing home administrator turnover, according to doctoral research by a former administrator. Misaligned personal and corporate values also lead to turnover.
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.
Nursing home administrators with high levels of cynicism related to a feeling of professional burnout are most likely to leave their job, suggests new research from Indiana University of Pennsylvania.
As one of the leaders in my nursing facility, how do I stop turnover and motivate my staff to improve our performance?
Requiring flu shots is not a primary reason for employees quitting, an analysis finds. While the Centers for Disease Control and Prevention recommends all healthcare employees receive the annual flu vaccine, facilities vary on whether to make it mandatory.
I started working in long-term care when I was in my early 30s and I was shocked at first when the residents died. I was used to falling in love with my patients. In order to make it in LTC, I've protected myself by falling in love in a different way.
Nursing leaders should curb 'lateral hostility' by addressing incidents as soon as they occur, advises a recent article in American Journal of Nursing. In a series coordinated by the American Organization of Nurse Executives, nurses are given guidance on leadership. In "Crucial Conversations in the Workplace," Katherine Major, MSN, RN, writes about a framework for conflict resolution.
I have been in my director of nursing position at my new job for about three months now and I find that our turnover rate is outrageous. I interview and hire but after orientation, it is hard to keep our new hires. Any suggestions on how to improve retention?
Long-term care operators are understandably giddy about the sudden prospect of immigration reform. But they might want to curb their enthusiasm.
The overall retention rate for all assisted living employees was 73% in 2011, a new survey from a provider group finds.
Just a year and a half later and I was done. Even for two weeks after the fact, I was numb - completely drained of emotion, lethargic, and avoiding interaction with others. Burnout.
Government subsidies might help more low-wage workers remain in nursing homes, according to a researcher at the University of Illinois.
Certified nursing assistants working in long-term care say job satisfaction and emotional well being are bigger factors in turnover rates than how much money they make, a new study finds.
A recent article from the group California Watch is "deceptive and a disservice to providers, employees and 300,000 Californians who receive quality, compassionate care at skilled nursing facilities each year," Jim Gomez, president and CEO of the California Association of Health Facilities, said in a written statement.