A new IPS may be one key to boosting nurse retention
Attracting and retaining qualified nurses has reached a critical breaking point in healthcare facilities across the country. As administrators see monetary and scheduling incentives fall short in meeting staffing goals, it may be time to invest in a system that improves the overall experience, not just for patients, but also for providers and staff.
The combination of rising labor costs and the staffing shortage are straining the nursing workforce
A top pressure facing hospitals is the
nursing shortage
nursing workforce coverage
Nurses are more frequently
leaving positions
has increased 16%
Many nurses are contemplating
leaving their job
considering leaving their role within the next year
Rising pandemic cases puts pressure
on nurses who remain
Nurses are increasingly encountering verbal and
physical abuse from frustrated COVID patients that is
driving them from their jobs.
Nurse retention is negatively affecting the quality of healthcare
40%
23%
16%
Current Bedside Nurse Vacancy Rate 2022 2
$52,350
Average Cost to Replace a Hospital RN 2
1. The gathering storm: The transformative impact of inflation on the healthcare sector, September 19, 2022. McKinsey & Company. https://www.mckinsey.com/industries/healthcare-systems-and-services/our-insights/the-gathering-storm-the-transformative-impact-of-inflation-on-the-healthcare-sector
2. 2023 NSI National Health Care Retention & RN Staffing Report, March 2022 NSi Solutions. https:///www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf
Current retention and recruitment efforts are falling short
97% of respondents reported deploying a tactic over the last three months to keep their nursing numbers up. Unfortunately, these top tactics don’t address a core contributor to nurse retention issues: improving the work environment. Among the failing recruitment and retention strategies are:
- Wage increase
- Recruitment increase
- One-time bonuses
- Cross-skilling and upskilling nurses
- Flexible schedule implementation
pCare Interactive Patient Care System: A key to nurse satisfaction and retention
Don’t underestimate the power the right IPS can have in improving the job experience for your nurses. Throwing money at a problem only goes so far. And it really doesn’t solve the underlying issues. The pCare IPS is designed to make the job itself more enjoyable. This big-picture thinking solves problems, rather than just treating symptoms.
Here are four ways a pCare IPS supports nurse retention:
1. Optimize time at the bedside & beyond
By streamlining healthcare processes, pCare helps hospitals operate more efficiently. When nurses feel like their time is valued and they are engaged in fulfilling work, they are less motivated to leave their roles. With end-to-end integration, tasks are routed directly to support staff allowing nurses to practice at the top of their license, creating a productive healthcare facility.
Virtual Nursing via Clinician Connect telepresence allows nurses to easily remote into a patient room via the IPS Television extending the reach of your team while providing job flexibility.
2. Foster better patient outcomes
Job satisfaction comes when nurses know they are having an impact and their core matters. By fostering collaboration and communication, the pCare IPS helps improve patient self-efficacy in their ability to manage care post-discharge. Nurses report “the (IPS education) view rates… makes the team much more confident in the quality of care they are able to provide.”
3. Empower patients in non-clinical self-care
The pCare IPS includes capabilities that empower patients to manage nonclinical tasks such as ordering a meal, changing the room temperature or lighting, and placing a service request for cleaning. This not only provides patients a sense of control in an unfamiliar place but also boosts job satisfaction in nurses by allowing them to focus more fully on clinical care.
