Career Development

For at least the past decade, nursing shortages and the sky-high turnover rates of bedside nurses have posed significant problems to nurse leaders. It is no secret that nurse attrition can impact everything from quality of care and team morale to the department’s net operating budget, seeing as staff nurses are generally the single largest

Key Takeaways: 49% of Millennials surveyed reported they would quit their job within two years. Nurse turnover is estimated to cost organizations between $4.4-$7 million annually. Nurses may be influenced to stay in positions by different factors depending on their age group or seniority. According to the recent 2019 Deloitte Millennial survey, 49% of Millennials

It can sometimes seem that the challenges nurse leaders face on a regular basis can seem unique to them. However, according to Karen Hill, RN, DNP, NEA-BC, FACHE, FAAN and speaker at the 2019 AONE conference, there are four challenges nurse leaders across the country have in common:   1. Closing the gap between skills and competencies

Given the ever-changing nature of healthcare, few things are absolute. In recent years, there has been much talk about the organizational benefits of promoting patient experience and employee engagement. Hospital leaders know that data supports a positive correlation between patient experience and employee engagement with improved financial performance. But, what exactly does the data say?

According to a recent survey of over 275 healthcare professionals including clinical practitioners, healthcare executives, and IT and hospital administrators, survey participants reported that their highest IT priority in healthcare is remote patient monitoring. According to the survey by Vidyo, “respondents said remote patient monitoring will be ‘extremely’ and ‘very’ advantageous for the following use

More often than not, we tend to focus on the challenges managers face when it comes to employee development and retention. Some of the contributing factors to employee retention range from the all too familiar professional burnout, understaffing, and bullying that can be all too common in the world of healthcare. However, one aspect of

It’s in the nature of interim consulting for healthcare leaders to have gaps in their resume between projects. However, every now and then hiring managers may have concerns about significant periods of time between positions. Due to the complex nature of interim leadership and hospital needs, interim candidates are generally expected to be current on

Key takeaways: 90% of Millennials were found to value “career growth and development opportunities” within their role according to a 2016 Gallup poll However, less than 40% of those surveyed felt they had “learned something new on the job in the past 30 days” Managers were found to account for “at least 70% of the