Workforce concerns go far beyond just recruitment and retention, according to HealthLeaders Exchange members.
Today's CNOs, CMOs, and other industry leaders are confronting AI, breaking down barriers to entry in education, and cultivating a sense safety in the workplace, all in an effort to create the most sustainable workforce possible. However, this work doesn't come without major challenges.
The 2024 HealthLeaders Workforce Decision Makers Exchange wrapped up last week in Washington D.C. after two days of insightful idea-sharing and compelling discussion about the most difficult obstacles in building a workforce.
Here are three key takeaways that leaders should know about workforce challenges.
The standard workforce challenges persist while others continue to pop up, according to this nurse leader.
On this episode of HL Shorts, we hear from Katie Boston-Leary, senior vice president of equity and engagement at the American Nurses Association (ANA), and HealthLeaders Exchange member, about the hottest workforce challenges that CNOs are facing right now. Tune in to hear her insights.
The HealthLeaders Exchange is an exclusive, executive community for sharing ideas, solutions, and insights.
Recruiting alone won't solve the workforce crisis, according to these leaders.
One of the biggest areas of concern for healthcare executives of all titles is the workforce, and the issues go far beyond recruitment and retention.
Today's CNOs, CMOs, and other industry leaders are confronting AI, breaking down barriers to entry in education, and cultivating a sense safety in the workplace, all in an effort to create the most sustainable workforce possible. However, this work doesn't come without major challenges.
The 2024 HealthLeaders Workforce Decision Makers Exchange wrapped up last week in Washington D.C. after two days of insightful idea-sharing and compelling discussion about the most difficult obstacles in building a workforce. Here's how leaders are tackling the key issues that are keeping them up at night.
Leveraging AI and virtual care
First and foremost, the healthcare industry is facing a workforce shortage, of nurses, physicians, and plenty of other critical positions. However, according to the Exchange members, it's not just about hiring new people.
"We cannot recruit our way out of the workforce crisis," said Chris DeRienzo, MD, chief physician executive at the American Hospital Association (AHA).
Leaders need integrate technologies such as AI and virtual nursing to streamline processes and give clinicians time back at the bedside. However, both of those technologies should be used as assistive tools, not replacements for FTEs.
When it comes to AI, leaders should strive to implement and adopt AI that has a low barrier to entry and can be used by clinicians with varied technological backgrounds. Staff must be included in the development process, and patients should be fully informed and educated on the technology and how it works. Leaders should consider using patient advisory boards to understand the questions and concerns that patients have surrounding AI as well.
For virtual care, specifically in nursing, leaders should consider using metrics such as retention rates, turnover rates, and nurse engagement to measure ROI. The capabilities of virtual care technology stretch far beyond only virtual nursing, and health systems should consider how other departments can leverage the same technology for different purposes.
Cultivating generational wellness
It's also no secret that workforce expectations have changed in recent years, especially since the pandemic. New generations of nurses and physicians want different things and prioritize other types of benefits than previous generations before them. Younger nurses want more flexibility, work-life balance, and with the rising cost of living, more compensation with benefits that suit their needs.
For leaders, according to the Exchange members, it's crucial to let go of some of the more traditional processes and make way for new ones. The idea of flexible scheduling has been gaining traction, especially since the pandemic, as a method of accommodation for the busy lives of nurses at all life stages.
The Exchange members also emphasized the importance of wellness and building a culture of psychological safety, where staff feel comfortable approaching leadership with questions and concerns. Leaders have a responsibility to connect with their employees and build relationships that allow for honest communication and trust.
Building educational pipelines
One of the biggest drivers of the workforce shortage is the lack of clear pathways into the healthcare industry.
According to the Exchange members, this begins with a faculty shortage. The lack of teachers and faculty limits the number of slots available in medical school programs, which in turn limits the number of applicants who can be accepted into the programs. Medical education is also expensive and time consuming, and with stagnating wages, future physicians are wondering whether the profession is worth it.
Leaders must strategize and build better pipelines into the industry, for both physicians and nurses. According to the Exchange members, this involves strong partnerships with academic institutions as well as considering innovative solutions such as tuition reimbursement or assistance, and other incentives for students who are interested in entering the industry. It's also important that leaders keep diversity in mind and build workforces that reflect the communities they serve.
Ultimately, leaders need to keep experimenting with new ways to recruit and retain clinicians, streamline processes, and expand how care is delivered. According to Ronda McKay, vice president of patient care services and chief nursing officer at Powers Health, even if things go wrong, it energizes leaders and staff alike when they can try new things.
"If we don't think it's going to hurt anybody," McKay said, "try it."
See more coverage from the 2024 Workforce Decision Makers Exchange here.
The HealthLeaders Exchange is an executive community for sharing ideas, solutions, and insights. Please join the community at our LinkedIn page.
Despite the promises of AI, there are still some major hurdles, according to executives attending the HealthLeaders Workforce Decision Makers Exchange.
No matter the size of the health system, AI is top of mind for healthcare leaders.
Health systems across the country are at different points of implementation. There are many factors to consider, so while some are ahead of the curve and in the implementation stages, others are still deciding if the investment in AI is what’s best for their workforce.
The HealthLeaders Workforce Decision Makers Exchange is well on its way this week, with participating members discussing the hypotheticals and realities of AI in healthcare and what this new technological revolution means for the workforce.
Here are three major AI hurdles that CNOs, CMOs, and other healthcare leaders will have to overcome.
Implementation to adoption
One of the biggest challenges with implementing any new sort of technology is adoption, and the same goes for AI.
According to the Exchange members, it can be easy to make the investment in new technologies and then not actually adopt them into workflows. CNOs and other leaders must communicate with staff about the presence of AI in their daily operations and educate them on how to integrate the technology into their tasks.
One major goal for health systems using AI is to reduce administrative burden and give time back to clinicians. It is critical that AI and other new technologies have a low barrier to entry, so that staff with different levels of technical literacy can be easily trained.
Staff buy-in
For AI implementation to be successful, the process must include the nurses and physicians who are going to be using it. However, AI has caused quite a bit of fear among staff, in other industries as well as healthcare.
The Exchange members emphasized the importance of communicating to staff that AI is a tool, not a replacement. Leaders must include staff in the conversation from the beginning and be transparent about how their jobs will change. The language being used surrounding AI matters, according to the Exchange members, and leaders must unify the narrative so that internal messaging is communicated clearly.
Patient acceptance
Consistent external messaging is also critical to successfully using AI. Patients must have confidence in their care team. According to the Exchange members, this begins with robust patient education.
Leaders must build trust with patients by explaining how AI and other technology is used and how it will benefit them. Patients need to have a clear idea of what information is being documented and how. The Exchange members also recommended using patient advisory councils to find out what questions or concerns patients might be having about how AI is used.
Stay tuned for more key takeaways from the 2024 Workforce Decision Makers Exchange.
The HealthLeaders Exchange is an exclusive, executive community for sharing ideas, solutions, and insights.
Please join the community at our LinkedIn page. To inquire about attending a HealthLeaders Exchange event and becoming a member, email us at exchange@healthleadersmedia.com.
CNOs and other healthcare executives are strategizing to address recruitment and retention, workplace violence, and virtual nursing challenges, say these nurse leaders.
Nurse leaders have had many challenges to face this year, and CNOs have been brainstorming ideas for addressing the nursing shortage as well as disruptors such as AI and virtual care.
From Nov. 6 to Nov. 8, the members of the HealthLeaders Workforce Decision Makers Exchange will meet in Washington D.C. to discuss critical workforce issues in nursing, and innovative solutions to address recruitment and retention, technology, and workplace violence challenges.
Mentorship for nurses comes in many forms, says this CNO.
On this episode of HL Shorts, we hear from Gloria Carter, vice president and CNO at St. Mary Medical Center, and HealthLeaders Exchange member, about how CNOs can provide mentorship opportunities to help prepare new nurses and nurse leaders. Tune in to hear her insights.
The HealthLeaders Exchange is an exclusive, executive community for sharing ideas, solutions, and insights.
Stanford Health Care is prioritizing emergency nurse certification, according to this CNE.
In emergencies, it's important to have the best possible staff in charge of care delivery, and Stanford Health Care is raising the bar with their emergency department nurses.
The Marc and Laura Andreessen Adult and Pediatric Emergency Departments at Stanford Health Care just recently received the 2024 National Certification Champion Award from the Board of Certification for Emergency Nursing (BCEN) in the large healthcare organization category.
Dr. Dale Beatty, senior vice president and chief nurse executive at Stanford Health Care, said the organization is thrilled and honored to have won this award.
"Stanford Health Care is a premier academic medical center, part of Stanford University, which is known for its excellence," Beatty said, "and for nurses, particularly in the emergency department, we feel a deep responsibility to make sure we elevate the practice and the outcomes for our patients within our facility."
According to Beatty, there are several benefits to both patients and other nurses of having certified emergency nurses in the workforce.
"We know that evidence matters in our practice, and we know it produces higher patient outcomes for our patients," Beatty said, "and quite frankly, I think it brings great satisfaction to our nurses as well."
CNOs have the critical job of providing pathways to certification for nurses, and to Beatty, that involves removing barriers and obstacles to find ways to support the nurses' professional development and bring people together to develop the best possible practice environment.
"My goal is always to help support those that are the experts at that bedside, to elevate the practice, and be the best they can be," Beatty said. "That requires providing resources, it also requires having some vision and creating an avenue for people to really facilitate and advance."
Beatty ultimately emphasized the importance of certification for nurses.
"We are looking to elevate certifications, not just in the ED, but across all clinical areas," Beatty said, "because we know what makes a difference."
CNOs and other healthcare executives are strategizing to address recruitment and retention, workplace violence, and virtual nursing challenges, say these nurse leaders.
Nurse leaders have had many challenges to face this year as the nursing shortage continues.
CNOs and other healthcare executives have been brainstorming ideas for addressing this shortage as well as disruptors such as AI and virtual care.
From Nov. 6 to Nov. 8, the members of the HealthLeaders Workforce Decision Makers Exchange will meet in Washington D.C. to discuss critical workforce issues in nursing, and innovative solutions to address recruitment and retention, technology, and workplace violence challenges.
According to Putnam, one of the biggest hurdles for recruitment and retention is keeping the workload burden off of the direct patient care nurse.
"[They're] the largest part of the nursing workforce," Putnam said, "so how do we as individual health systems, hospitals, [and] clinics…listen to our first line nurses?"
Putnam uses the term "first line" rather than "front line" for a very specific reason.
"I think frontline sounds like a war zone," Putnam said, "and I don't want my nurses to think they're in a war zone every day, even though it's very difficult."
Another hurdle is generational differences. Gen Z nurses who are just now coming into the workforce have different expectations of the job than previous generations have had, and according to Putnam, recruiting Gen Z starts with technology.
"Gen Z-ers are our first truly digitally native generation," Putnam said. "The technology is important, and I think we have to figure out ways to utilize that in such a way that helps them and utilizes their skill sets."
Social media, diversity, flexible scheduling, and work-life balance are also top priorities for Gen Z, according to Putnam.
"The Gen Z-ers love work, but they also have other priorities in life," Putnam said. "Work needs to have purpose, and what better purpose is there than being a nurse?"
Workplace violence
Nurses face a lot on the job, and unfortunately workplace violence continues to be a large issue for nursing workforces in health systems everywhere. According to Szkolnicki, workplace violence impacts the workforce in a fundamental, traumatic way.
"Nurses [face] the emotional toll, the vicarious trauma, because they are feeling what their patient is feeling," Szkolnicki said. "The fact that our patients and their family members sometimes attack us, maybe even physically…it's horrible."
Szkolnicki emphasized the need for laws to catch up when it comes to harming a healthcare worker.
"Gratefully, in a lot of states, they are passing acts to make sure that it's a felony when you physically attack a nurse," Szkolnicki said.
For Szkolnicki, it comes down to having the basic need of feeling safe at work.
"We all have a basic need to feel safe where we are," Szkolnicki said. "It's something that is very serious and requires a very disciplined and deliberate approach."
Virtual nursing
The surge in new technology has been a large disruptor in nursing, particularly in the case of virtual nursing. According to Boston-Leary, virtual nursing has been growing exponentially in the past year or two.
"Some organizations have jumped in it fully with both feet, some are treading water and probably just letting come up to the waist," Boston-Leary said, "and some are still on the fence because they want to see the outcomes [of] implementing this technology."
Virtual nursing can be implemented in many different ways, which is why the ANA is establishing principles around virtual nursing, according to Boston-Leary.
"A nurse leader, a colleague of mine, said that it feels like the wild, wild west," Boston-Leary said. "So how do we tame this beast?"
Boston-Leary emphasized the concern about rural hospitals and health systems that cannot afford the technology. Part of the ANA's goal is to understand the various options and applications of virtual nursing, and how smaller systems can use and receive resources for virtual nursing programs.
"There's a Cadillac version that probably would not be affordable by most," Boston-Leary said, "but what's the American-made car version of this that's more available, accessible, and affordable to organizations that don't have a lot of the resources that large institutions do."
Looking ahead
Boston-Leary listed several immediate concerns facing CNOs, including the supply chain.
"The hottest issue is supply chain, with climate change and how that impacted our supply [of] IV solutions because our major manufacturing plants in the U.S were disrupted by Hurricane Helene," Boston-Leary said. "It's impacting care delivery [and] surgeries are being cancelled at this point."
Another concern is racism and discrimination in nursing, specifically because of legislative impacts on diversity, equity, and inclusion, Boston-Leary explained.
"There's data that show that because of the major shift after the murder of George Floyd that caused this [issue] to become front and center, a number of people of color, leaders, were hired into these roles," Boston-Leary said, "and a lot of these department roles have gone away."
Boston-Leary also described the growing divide in nursing between staff and leadership, and the general unease surrounding AI in healthcare.
"You have this divide that's growing between nurses and nursing leadership about [what's] important, and margin versus mission," Boston-Leary said, "and then you have AI where people are not sure what to do with it, whether they should be scared of it, or embrace it, or both."
All of these issues and more will be discussed at the Workforce Decision Makers Exchange, so stay tuned for more coverage.
The HealthLeaders Exchange is an exclusive, executive community for sharing ideas, solutions, and insights.
Here are some ways nurses can take care of themselves, says this nurse educator.
Nurses have a stressful job, between caring for patients, communicating with families, and being on their feet for several hours at a time.
According to Maryn Moreni, associate professor of nursing faculty at the Arizona College of Nursing, prioritizing self-care is crucial for maintaining well-being and can help reduce compassion fatigue and lower stress levels, allowing nurses to approach each shift with renewed energy and focus. Self-care can enhance mental and physical health, ultimately leading to improved patient care.
It's also important that CNOs encourage self-care in their workforces to promote wellness and a healthy work environment.
Here are 10 self care tips for nurses, according to Moreni.
Click here to view the accompanying contributed article.
Health systems should partner with their local and international communities to build their workforce, says this CNO.
On this episode of HL Shorts, we hear from Dr. Rachel Miles chief nursing officer of AdventHealth, Rocky Mountain Region, about strategies for recruiting nurses both locally and internationally. Tune in to hear her insights.
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