One in eight nurses will leave their jobs within the year. This number may not surprise hospital staff or leadership, but the forces behind this trend might. Learn what some leading hospitals are doing to combat the high costs of nurse turnover.
The Impacts of Nurse Burnout Go Deep
One in eight nurses will leave their job within the year. If you work in a hospital, this number probably doesn’t surprise you. Nurse burnout and turnover have been major problems in health care for years now.
It costs 200 percent of the nurse’s salary to recruit, hire and train a replacement. In fact, KPMG says that for a 300-bed hospital, reducing nurse turnover by just one percentage point could save $300,000 annually.
Finding that replacement doesn’t happen overnight – it typically takes 85 days to replace a nurse that leaves. And one departure often leads to a cascading effect amongst nursing staff.
As the Backbone of Your Clinical Team Weakens, the Quality of Patient Care is Put at Greater Risk
As hospital leaders and nurse managers scramble to find ways to stop the outflow of top nursing talent resulting from burnout, a simple strategy is emerging: Bring the nurses back to the bedside. Enable them to spend more time focused on the patient, doing the job they signed up for—the job they love.
In working with hospitals and health systems around the country, we’ve observed several unique methods that free nurses from extraneous, non-patient-care burdens—and improve nurse job satisfaction. Our new e-Book, “Reduce Nurse Burdens to Increase Retention,” details five simple ways your hospital can streamline nurse workflows and leverage reliable managed services to support your nursing staff and help limit burnout.
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