Carl McDonald, SHRM-CP

In our work with healthcare organizations and communities across the country, one of our key areas of focus is talent retention. When looking at how to improve retention, Quint Studer, co-founder, discovered that employees today experience the phases of change (from accepting an offer to achieving mastery in the role) differently than they did pre-pandemic. 25-30% of employees who leave their job leave within the first 90 days and 50% leave within the first year. Effective selection and onboarding are the key to keeping people through this phase and helping them find a sense of belonging in your organization. In this 5-minute video, Quint takes a narrow focus on how to improve employee retention in your organization by guiding them through the five phases of change. Watch now: https://lnkd.in/ebek9NmA

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Today is the start of Nurses Week and Hospital Week! 🏥 Healthcare organizations with thriving cultures can prevent and mitigate employee burnout. Providing skills-building opportunities, nimbly resilient practices, and practical empathy can be keys to success. And don’t forget the impact of simply appreciating your people. Simple things like recognizing and celebrating employee efforts and achievements help employees feel valued and connected and find more fulfillment at work. Recognition is shown to decrease burnout and improve resiliency. Click below to discover more ways to appreciate your healthcare heroes. 👨‍⚕️ 👩‍⚕️ https://shorturl.at/eVY03

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Are you considering returning to nursing practice? If your NC nursing license has been inactive, retired, or lapsed for five years or more and you have not held an active license in another state, you'll want to learn about the RN and LPN Refresher Courses: https://ncbon.info/3Z3j6IQ #NCBON #refreshercourse #NCnurses #nursingeducation

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"As America's population continues to #age, the demand for care and services is on a steady rise. This demographic shift brings to light the critical issue of workforce challenges. The need for more workers extends beyond nursing homes to encompass various care settings such as home health, hospice, adult day care, Programs for All-Inclusive Care for the Elderly (PACE), and community-based services. It's imperative to recognize that without an adequate staff, the provision of care becomes unattainable. Two significant challenges exacerbate this situation: the scarcity of qualified candidates and the high costs associated with recruiting and training staff. These challenges, coupled with the impending implementation of the nursing home final rule, threaten to restrict older adults and families' access to essential care and services. Similarly, the Medicaid Access rule presents its own set of obstacles, including a lack of infrastructure for accurate data collection and reporting, insufficient financing to support additional resource needs, and a dearth of data to ensure appropriate distribution of funds. Consequently, these shortcomings are likely to reduce access to care for those in need. To address these chronic shortages and ensure the continuity of care for older adults, policymakers and stakeholders must commit to bold and creative actions. This includes implementing solutions that specifically target funding and infrastructure deficiencies." - Katie Smith Sloan, LeadingAge As an organization representing #mission-driven, #nonprofit members dedicated to serving older adults, our involvement in discussions surrounding these issues is paramount. By participating in our annual conference , you'll have the opportunity to engage with other stakeholders, and advocate for solutions, and contribute to shaping the future of aging services. Register here: 2024-Annual-Conference https://lnkd.in/gZYAy7Xw. #arizonaleadingage #leadingage

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We’re proud to offer you the Advanced Family Medical Leave Act (FMLA) workshop. Dive deeper into FMLA complexities with our enriched curriculum and specialized resources. Ready to master FMLA intricacies? Learn more: https://bit.ly/3WtOdxZ #HR #HCItraining #Hrtraining #workshops

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This week, Partners Senior Director of Employee Experience Patrick Gallagher and MHSU Care Management Supervisor Jessica Elwell presented "Stay Interviews: An Intervention to Improve Employee Experience in a Local Management Entity/Managed Care Organization" at the i2i Center for Integrative Health Spring 2024 Conference. There's plenty of research and theory to lay out the desired leader behaviors, but not very much on stay interviews specifically. So, we crafted the interview with the framework of that general literature, a good example of which is leader-member exchange research, Gallagher said. A well-designed stay interview program can: - Uncover employee issues or challenges before they grow into reasons to quit - Build communication and trust between managers and workers - Support the desired culture and employee experience Partners deployed stay interviews to: - Keep the workers we value and need - Build leadership and relational skills in our leaders in line with our values - Equip workers to navigate the ongoing and upcoming changes We asked every employee key questions about their experience working for Partners. The results have helped inform an in-depth role analysis project affecting more than half of our workforce. It is also informing the leadership development system we're building and has provided us with data to support recruiting and onboarding. Our goal is to make Partners a place where people can find opportunities for growth and development in their careers so we can attract and retain the best, most qualified workforce to achieve our organization's mission of #ImprovingLives and #StrengtheningCommunities. Learn more about Partners: https://lnkd.in/gdwpNC8V

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We have received another year of reaccreditation as an #URAC accreditated Independent Review Organization! Learn more on the importance of partnering with an URAC-accreditated IRO, like MLS, here- https://lnkd.in/gPQhxDxq #IRO #bestpractices #peerreview #DependOnMLS #quality

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Taking a deeper dive into "The State of the Nursing Workforce in Florida" report - https://lnkd.in/ea2Q8V_c One of the key findings of the report: Adult/Family Health (28%) and Anesthesia (15%) are top specialties for Florida's APRNs.

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Discover how the HealthLinx Market Pulse process can help you find the perfect candidate for your current or upcoming vacancy. Using a contingent placement model for nursing leadership with no upfront costs, we provide qualified and interested candidates within 10 days and offer an exploratory discussion with one of our experts. #Nursing #Leadership #Nurse #Hospital https://bit.ly/4c0dUuD

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Learn from Milini M. MPA, CHCP, about the seven pillars driving CE programs forward, from putting learners first to measuring outcomes. Discover how these pillars ensure that CE initiatives deliver tangible benefits to both healthcare professionals and their patients. https://lnkd.in/gdSfktAY

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On Wednesday, ENA issued the following statement about an ED Accreditation program developed by the American College of Emergency Physicians. ENA and ACEP have long-partnered – just as emergency nurses and physicians do every day – on the key issues that impact patient care in the emergency department. With the goal of achieving the best possible outcomes for each and every patient, it is important to remember the entire emergency care team plays a pivotal role. The ED requires tremendous teamwork, with everyone moving in the same direction. Although ENA and ACEP fundamentally agree on much of what is needed to not just deliver the best clinical care possible, but also create healthy work environments that support nurse and physician health and well-being, the framework announced by ACEP for its accreditation program falls short of being comprehensive and collaborative to achieve our common goals. The program’s goal describes elevating the practice of emergency medicine and the role of emergency physicians, but makes no references to the vital ways emergency nurses, nurse practitioners and advanced practice nurses contribute to the successful operation of an emergency department. ENA also has concerns with the following aspects of the program: • This accreditation, as described, is based on adherence to certain ACEP policies and practice standards, with quality criteria primarily driven by physicians. ENA finds it short-sighted for an ED accreditation program to be solely led by, or subjectively based on standards of, emergency physicians. Any ED accreditation should be based on independent verification of best practices, policies and clinical standards. • The program does not allow nurse practitioners to work to their full scope of practice. • There are unanswered questions about the program’s impact on emergency nurses, ED operational standards, quality measures or actual benefits of this accreditation in terms of patient care or emergency department improvements. • The ACEP accreditation classifications could create confusion for EMS and the public due to similarities with trauma center designations. The concept of an ED-specific accreditation is laudable, and the program does reference several policies and guidelines supported by ENA. However, ENA asks ACEP to pause its roll out of this initiative until such time as an interdisciplinary group within the emergency care team is consulted on the framework and goals of this accreditation program. Anything less would be a missed opportunity for collaboration to create a meaningful ED accreditation program supported by the entire emergency care team. - ENA President Chris Dellinger, MBA, BSN, RN, FAEN

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Through greater understanding of the importance of organizational ethics, #CatholicHealth care leaders can help further the ministry’s commitment to its mission and values. Read more in #HealthProgress. https://hubs.ly/Q02Cg2rY0

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