Putting Staff First: Workforce Management During the Crisis
By Chris Blomquist, RN, BSN, QCP, Regional Director of Skilled Nursing - MN
The healthcare industry is currently experiencing a staffing crisis that is affecting nursing homes across the country. Staff are tired, stressed, and jaded to the point where many are considering leaving the industry altogether. The AACN estimates that 100,000 nurses left the field between 2020-2021, and there will be more than 200,000 openings every year through the end of the decade. The shortage of skilled professionals will continue to put a strain on the healthcare system, making it more important than ever to prioritize the well-being of staff members.
Healthcare has often focused on patients first, but this often has the unintended consequence of treating nursing staff like just another cog in the machine. By flipping the staffing model upside down and prioritizing staff needs, we can create a positive cycle where well-cared-for staff can provide quality care to residents. In turn, satisfied residents are more likely to stay and recommend the facility to others, resulting in a successful business.
There are no one-size-fits-all solutions, but if you keep in mind "DIVA," your staff will be the star of the show in no time!
Diversity: Leverage staff diversity to show you care!
Non-Christian staff may be willing to work on Christmas if you give them their preferred holiday off (Eid, Passover, or Diwali).
Often, our foreign-born employees need to travel home to visit family. Be proactive and engage employees who may need an extended LOA. Don’t make them quit and reapply. Are you sure they’ll pick your building when they come back?
Incentives: Review your incentives to be sure they are encouraging the behavior you want.
Consider incentivizing staff with pick-up bonuses ahead of time by providing incentives for open shifts a month/pay period out instead of at the last minute when you’re in crisis mode.
Ask your staff what they would find motivating or what would make their work easier!
Voice: Giving staff a voice improves retention and job satisfaction.
Start with "yes" when you receive an unusual request and work together to find a creative solution with the employee.
Approve PTO automatically if they have provided enough notice.
Avoid Guilt: Respect employees' autonomy and provide safety valves to avoid losing staff to disciplinary actions where appropriate.
If an employee says no to picking up a shift, respect the decision. Don’t keep calling back every day until they change their mind.
Create a system to help employees struggling with absences by giving them ways to earn absence points back if they pick up unpopular shifts.
At AHI, we believe that taking care of staff leads to better care for residents and a successful business, and better outcomes for residents. By prioritizing staff needs and well-being, nursing homes can create a culture of mutual respect and improve retention. Let's flip the staffing model upside down and prioritize staff needs and make nursing homes a better place to work and live.