With the nurse shortage at crisis levels even before the pandemic hit, what are the flaws or shortcomings of conventional approaches to staffing that keep nurse leaders chronically in “firefighter mode”?
Nurse turnover currently averages 17%, which is significantly higher than other industries. But while a great majority of healthcare organizations cite nurse retention as a key strategic imperative, only a little over a third of them have actually implemented a formal retention strategy. Why isn’t nurse retention more reflected in actual operational practices or planning?
What are the opportunities and benefits of predictive analytics that can be leveraged to alleviate the nurse leaders’ constant staffing chase?