A recent Kaiser Family Foundation and Washington Post Frontline Health Care Workers Survey found about half of respondents say they feel “ burned out” (55%) or “anxious” (49%) and about one in five (21%) say they feel “angry” when they go to work these days.
Burnout has influenced health care workers, specifically nurses, to trade the stationary hospital life for travel nursing and all its benefits. This leaves hospitals and health care providers scrambling to fill the staffing shortages and other issues that arise.
How did we get here? Well, we’re living in the age of The Great Resignation, which is affecting how health care workers new to their field are judging employers and deciding where to stay. A Pew Research Center survey found that no opportunities for advancement was a top reason for wanting to quit.
Millennial and Generation Z nurses have different priorities than their predecessors when it comes to what will make them stay at a workplace. In a recent interview by Beckers Hospital Review, nurses under the age of 30 cited on-the-job training and support, mental health support, and continuing education support as things they needed more of from their hospitals.
So what does that mean for health care companies? To be blunt, it means the old tricks like pizza parties and gift cards aren’t cutting it anymore. Workers want to feel appreciated and that means making thoughtful changes to improve their work experience. Small changes can make a big impact.
Training and upward mobility are clearly important to new nurses. Thankfully, nurses are no strangers to training. One thing employers can do is include mental health courses into their onboarding and routine training. Many health care provider education platforms have already adapted these courses into their course catalog. MedTrainer for example has a course called Critical Incident Stress Management for Healthcare Workers: Returning to Work After a Pandemic.
It’s also clear many nurses are feeling like there isn’t enough on-the-job training or continuing education support. This is honestly a blessing and something employers should be taking advantage of. Having employees tell you they want to learn more and advance their skills is like your kid telling you they want to eat tons of broccoli.
Employers can offer nurses a variety of training options like clinical skills courses and soft skills courses, but just as important is a way to facilitate access and record-keeping of these courses. Employers that go the extra mile to make these tasks as effortless as possible are indicating to health care workers that they care about their experience at work and sympathize with the stresses that come with working in health care. It’s like killing two birds with one stone. Nurses are feeling appreciated and you’re getting a highly-skilled workforce.
Now I know what you’re thinking. This all sounds great, but what is it going to take to get it set up. The other good news is the technology to facilitate this already exists.
MedTrainer has a robust, cloud-based training platform. One of MedTrainer’s top priorities is making things easier for users. With MedTrainer, you can assign multiple trainings to multiple personnel based on their specific role. There are more than 500 training courses available as well as the ability to add your own custom courses. This includes all CPR-related training as well as ACLS, OSHA/HIPAA, and other specialty courses. Each user has their own profile where they can easily track and view course progress. Health care workers can access training from any computer or even their phone making it easy to fit into their schedule.
Employee retention and experience are at the forefront of the future of healthcare. Don’t wait for the staff shortages and nurse burnout to happen. Make a change now.