NURSE LEADERS SURVEY
The survey indicates that the top three challenges hospital nurse leaders face today are workforce related and include nurse staff recruitment and retention, staff burnout and labor shortages. Among the various methods they are using to enhance nurse hiring and scheduling processes, nurse leaders rate float pools as the most useful. Among the various workforce management and support resources they are using, nurse leaders rate medical translation services as the most useful. Among the various nurse retention methods they are using, nurse leaders rate recognition programs as the most effective. The goal of hospital nurse leaders in the survey is to achieve a nurse staff that is, on average, 72% permanent, full-time nurses, 19% part-time nurses and 9% contingent nurses, suggesting that nurse leaders have adopted a flexible nurse staffing model. The primary reasons hospital nurse leaders use contingent nurses are to address nurse turnover and to achieve quality outcomes goals. Though hospital nurse leaders are using various methods to address nurse workforce challenges at their facilities, only 34% believe they have the financial resources and only 33% believe they have the technical resources required to do so. While nurse staff burnout and turnover are among the top challenges facing hospital nurse leaders, nurse leaders themselves are subject to burnout and turnover. Seventy-two percent of hospital nurse leaders said they sometimes, often or always experience burnout in their roles, while 31% said they do not plan to be in their current positions in a year. The survey therefore suggests that nurse leaders require both additional resources to meet their workforce objectives and the support systems needed to address burnout and enhance retention within their own ranks.
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