In the present healthcare landscape, healthcare institutions such as hospitals, clinics, and long-term care facilities are no strangers to the interconnected issues of labor gaps and staff turnover.
The scarcity of nursing staff can create daunting obstacles for patient care, staff morale, workflow, and lead to increased turnover rates, in addition to potential financial strains.
To address these challenges effectively, nursing directors and human resources managers must be empowered to implement solutions that alleviate the burden of short staffing in nursing and support their staff.
In this article, we will share essential tips that healthcare facilities can adopt to mitigate short staffing, ensuring a content, well-supported, and dedicated nursing workforce.
Keep reading to learn how to improve short staffing in nursing so your existing workforce can help provide a positive patient experience and you can help mitigate turnover.
Table of Contents
- Why Are There Nurse Staffing Shortages
- 7 Solutions to Nurse Staffing Problems
- Trusted Managed Services Can Help Provide Solutions to Short Staffing in Nursing
Why Are There Nurse Staffing Shortages?
Approximately 600,000 baby boomer RNs are still active in the workforce and projected to retire by 2030. Healthcare leaders confront the challenge of maintaining adequate staffing levels in their facilities, as they grapple with the following issues:
- Budgetary Concerns and Financial Burdens: Healthcare facilities are concerned about the potential financial strain caused by the retirement of experienced nurses and the subsequent need for hiring and training new staff.
- Insufficient Supply of New Nurses: The influx of new nursing professionals cannot keep pace with the rate at which experienced baby boomer RNs are retiring, leading to a shortage in the workforce.
- Growing Demand for Nursing Care: As the need for nursing care increases, healthcare organizations must find ways to bridge the gap created by the retiring baby boomer RNs.
In the following sections, we will delve deeper into these factors and their impact on nursing staff.
The Population Is Aging and Has a Greater Need for Nursing Care
As the baby boomer generation continues to age and the demand for healthcare increases, the United States is facing a looming shortage of Registered Nurses. This situation is expected to worsen over time. Adding to the challenge, nursing schools across the nation are struggling to expand their capacity to keep up with the rising demand for medical care.
Based on the Bureau of Labor Statistics Employment Projections for 2021-2031, the Registered Nursing (RN) workforce is predicted to grow by 6% in the next decade. However, despite this growth, the Bureau also estimates that there will be around 203,200 job openings for RNs each year through 2031. This figure accounts for nurse retirements and other workforce exits, highlighting the pressing need for an adequate number of nurses in the U.S. to meet the healthcare demands of the population.
Medical Facilities Have Budget Concerns
Recruitment and hiring expenses can be quite substantial, as indicated by a recent survey which revealed that the average cost of turnover for a bedside RN has risen to $52,350, representing a 13.5% increase from 2021. Consequently, this leads to an estimated loss of $6.6 to $10.5 million for the average hospital.
Given that staffing costs make up a significant portion of a facility’s operating expenses, it is logical to consider this area first when attempting to cut down on expenditures.
To address budget concerns, facilities may explore several strategies, such as reducing staffing levels or opting for lower-paid or contingent staff like certified nursing assistants or licensed practical nurses.
There Aren’t Enough New Nurses Coming Up Through the Ranks
According to a study conducted in 2018, the Full Time Equivalent (FTE) RN workforce is expected to reach 4.54 million by 2030, which should be sufficient to replace all the baby boomer RNs retiring during that decade.
However, it’s essential to note that this growth won’t be evenly distributed across the country. The replacement of retiring RNs with younger nurses will vary significantly from state to state and from region to region.
Thus, healthcare organizations in some regions of the country will confront more rapid retirements and slower replacements among their RN workforce relative to other regions, which could in turn result in staffing disruptions.
7 Solutions to Nurse Staffing Problems
Now that you understand a bit more about why there are shortages, it’s time to ask, “What can be done about it?” Read on for potential solutions for healthcare facilities.
#1: Use an MSP To Backfill Empty Positions
Quality staffing takes time — in 2023, the average time to recruit an experienced RN ranged from 75 to 105 days, depending on the specialty.
While healthcare facilities are focused on recruiting quality candidates, an MSP can backfill empty positions with temporary staff as the facility prepares to hire permanent staff.
Contingent staff can help alleviate the burdens on existing nurses that may be feeling the effects of being short-staffed and to supplement units that may be experiencing high patient ratios or increased workload.
By ensuring reasonable staffing levels, facilities can help prevent burnout among permanent nursing staff.
#2: Rethink Your Staffing Models
Rethinking conventional staffing approaches and exploring innovative alternatives can serve as effective solutions to nurse staffing challenges. Some of these approaches include:
- Implementing strategies to optimize the use of current personnel, making the most of their skills and abilities.
- Embracing new roles and leveraging technological advancements in the healthcare field.
- Integrating advanced practice providers, such as nurse practitioners and physician assistants, into the care delivery system.
- Establishing collaborative care models that foster teamwork and synergy among healthcare professionals.
Additionally, embracing telehealth and remote monitoring technologies can extend the reach of healthcare providers, enabling them to attend to more patients without necessitating extra staff. This is especially advantageous in remote or underserved regions where access to medical care is limited.
To attract a diverse pool of talent, offering flexible work arrangements like part-time or remote options can entice professionals who may not have considered full-time positions otherwise. These measures create an environment that encourages skilled individuals to contribute to the healthcare workforce.
By reimagining staff models in healthcare, organizations can make the most of their existing workforce while addressing staff shortages.
#3: Ditch Excel Spreadsheets for Innovative Scheduling Tools
Technology today allows forecasted staffing to analyze past data trends to accurately and holistically view all available labor sources.
As a healthcare facility, consider a forecasting tool to help forecast a proactive staffing plan that considers metrics including:
- The average amount of paid and unpaid leaves each month
- Turnover percentages
- Seasonal trends
This forecasted plan can help your scheduling team build a more proactive and agile staffing plan.
With an easily managed system and reliable source of quality temporary workers, a healthcare MSP can enable you to give your permanent staff the time and support they need to feel invested in their jobs.
Many contingent workers have holiday shifts incorporated into their contracts.
Knowing ahead of time exactly how much holiday coverage you will have from your temporary staff can allow you to reward your permanent staff with more favorable shifts or time off during in-demand periods like holiday weekends.
#4: Decrease Turnover and Retain Current Staff
In today’s technological landscape, forecasting tools empower healthcare facilities to analyze past data trends, enabling a comprehensive view of available labor sources for accurate staffing predictions. By considering metrics like average paid and unpaid leaves, turnover percentages, and seasonal trends, a proactive staffing plan can be devised to build a more agile and efficient workforce.
A healthcare Managed Services Provider (MSP) offers an easily managed system and a reliable source of quality temporary workers, freeing up permanent staff to feel more invested in their roles. Notably, contingent workers with holiday shifts incorporated into their contracts can provide valuable insight into holiday coverage, allowing for better scheduling and more favorable shifts or time off for permanent staff during peak demand periods.
One of the key benefits of retention strategies is the cost-effectiveness of retaining current staff compared to recruiting, hiring, and training new employees. To improve staff satisfaction, engaging in proactive feedback and establishing periodic review sessions can ensure continuous support and empowerment of the existing workforce.
Empowering staff by offering flexible schedules, emotional and mental health support, ongoing training, and physical wellness initiatives can foster a sense of control and investment in their work, leading to higher engagement levels.
Utilizing an MSP streamlines the process of managing contingent staffing, ensuring efficiency and productivity in the workforce. With a pool of top-notch staffing talent and a centralized approach, Trusted Managed Services assigns representatives to oversee various program areas, including payroll, recruitment, credentialing, contracting, and insurance, ensuring smooth and hassle-free operations.
#5: Let Retired Nurses Help Fill in the Gaps
Retired nurses possess the potential to play a crucial role in addressing staffing gaps and easing shortages within healthcare settings. Their wealth of experience and knowledge makes them invaluable mentors for newer nurses and quick learners as they typically require minimal training.
Whether hired part-time, on a per-diem basis, as contingent staff, or through contracts, retired nurses working in these capacities serve as excellent resources to offer support during peak periods, emergencies, or in non-clinical roles such as education or administration. This, in turn, frees up full-time nurses to concentrate on providing optimal patient care.
#6: Optimize Your Budget with the Help of an MSP
Collaborating with a Managed Services Provider (MSP) can provide medical facilities with additional cash flow to compensate nurses, thanks to several benefits:
- Streamlined workflows leading to increased efficiency.
- Centralized billing and payroll, simplifying processes.
- Enhanced cost controls through improved vendor management.
Trusted Managed Services offers a unique advantage as there are no costs for facilities, including the usage of our VMS software. Instead, participating vendors in the VMS are charged a rebate percentage based on bill rates, typically around 3-5%.
Furthermore, an MSP helps reduce costs by skillfully negotiating rates with suppliers and expertly managing the VMS. This allows your healthcare facility to direct its internal resources towards focusing on exceptional patient care.
Contrary to the misconception that MSPs cater only to larger facilities, Trusted Managed Services offers a fully scalable and customizable workplace solution, catering to the needs of both small healthcare facilities and expansive hospital networks.
At Trusted Managed Services, we prioritize listening to your unique needs and goals, working collaboratively to devise an MSP strategy that specifically addresses the requirements of your facility, ensuring your success.
#7: Automate Processes and Give Nurse Managers More Time To Do Their Jobs
As mentioned earlier, when a Managed Service Provider (MSP) takes charge of time-consuming tasks, nurse managers can dedicate more time to ensuring the satisfaction and well-being of their staff. This, in turn, aids in staff retention and alleviates shortages within your healthcare facility.
For instance, an MSP can efficiently handle the onboarding process by automating tasks such as managing employee data, paperwork, distribution lists, and policies. This not only applies to temporary workers but also extends to supporting your full-time staff to perform at their best potential.
Trusted Managed Services offers effective solutions to address the ongoing issue of short staffing in nursing. By partnering with us, decision-makers and nursing directors can concentrate on providing the necessary support to existing staff without exceeding the budget.
Our reliable healthcare MSP can efficiently source a team of highly qualified contract nurses to complement your permanent staff, ensuring smooth and consistent operations. With access to multiple vendors, we have the ability to bring you the finest staffing talent while saving you valuable time and resources.
Experience the benefits of Trusted Managed Services firsthand by requesting an MSP demo. See how we can streamline and expedite the hiring process for your healthcare facility, allowing you to focus on delivering top-notch patient care.