It’s no news that healthcare is grappling with a severe nursing and clinical staff shortage. However, the repercussions of this shortage are increasingly impacting patient care and putting a significant financial strain on healthcare institutions in 2024.
As it stands, every nurse lost translates to a financial setback ranging from 40,000 to 60,000 dollars – a number that can be 2 or 3 times as high for clinicians or physicians. In addition, the time and team resources required to train a new staff member, which can take 8 to 12 weeks, only exacerbate the problem of high pressure on the existing.
Nurse-to-patient-ratio exacerbates the challenge of staffing shortages
On top of it all, existing and planned nurse-to-patient ratios require one nurse per 4 or 5 patients (depending on the state), and put even more strain on healthcare organizations that tumble underneath staff shortages.
While crucial for maintaining high-quality patient care, standards like these become insurmountable when nurses continue to leave their positions. The challenge for the existing workforce to meet these staffing requirements is leading to burnout on leadership as well and compromises the overall effectiveness of healthcare delivery – a vicious cycle starts.
Burnout increasing pressure on staff
Those who want to prevent high staff turnover need to get to its root cause. A recent survey conducted by the Advisory Board shed light on the daily challenges healthcare professionals face, and the reasons they quit.
Reasons for Staff Turnover
Respondents indicated that 91% of senior nurses’ time is spent on administrative tasks, diverting their attention from direct patient care. In addition, 77% of respondents indicated that they spend a lot of time in meetings with colleagues and direct reports, further limiting their ability to focus on patient needs. Quality improvement activities (75%) and staff retention initiatives (70%) also take up a significant amount of their time, all requiring them to take more hours and work under higher pressure.
This means healthcare organizations can actually reduce burnout and alleviate pressure on staff by reducing the amount of time and work spent on administrative tasks, paperwork, and manual tasks unrelated to patient care.
How to enhance employee experiences
The crux of the matter is fundamental change through improved delegation, the automation of workflows, and the simplification of IT environments. The organizations that get this right will significantly impact their ability to recruit and retain clinical staff while achieving positive patient outcomes.
Download the Clinician Experience Report to learn more.
This report highlights:
- How automated workflows reduce tasks for staff
- How healthcare organizations can use patient self-service tools to alleviate pressure on employees
- How to further streamline automation and self-service tools into the IT environment to enhance productivity and cost-efficiency.
These steps involve deploying intuitive technology solutions that automate routine tasks, optimizing workflows to eliminate redundancies, and simplifying processes to enable efficient, user-friendly systems.
2024 is the watershed moment for enhancing employee experiences
The current situation demands immediate and innovative solutions. Healthcare institutions must address the root causes of nurse turnover and streamline administrative processes to allow healthcare professionals to focus on patient care.
In 2024, it is, therefore, a top priority for organizations to place a high value on the experience of clinical staff to reduce burnout, improve well-being, and increase retention rates with the help of technology and more strategic employee management.
Download the Clinician Experience Report to discover solutions for a better employee experience.
