WHAT’S THE CO$T OF FAILURE?

The failure to recruit and retain sufficient numbers of RNs has led to high-stress conditions for working RNs and poorer quality of care for patients. It also creates significant costs for hospitals. While hospital administrators may have cut RN staffs as a means of improving their bottom line, they may have inadvertently committed themselves to new, and often unseen, expenses(1).

A 2018 STUDY CITED “BURNOUT”, HEALTHCARE BULLYING, AND FRUSTRATION OVER NURSING SHORTAGES AS REASONS FOR NURSE TURNOVER

If the funds now spent fighting a losing battle to replace disheartened nurses were instead devoted to improving job conditions, it is possible that the nursing "shortage" could be mostly solved and the nation's hospitals might still end up with significant savings.

1. The Cost of Failure. (n.d.). Retrieved March 21, 2019, from https://www.afscme.org/news/publications/health-care/solving-the-nursing-shortage/the-cost-of-failure

LET’S LOOK AT THE NUMBERS:

Statistics

33% OF NEW NURSES LEAVE WITHIN THE FIRST TWO YEARS

- Policy, Politics & Nursing Practice

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HOSPITALS PAY $10,000.00 PER RN POSITION IN RECRUITMENT COSTS DUE TO TURNOVER

- RN Network

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54% OF NURSES REPORTED THEIR WORKLOAD HAS NEGATIVELY EFFECTED THEIR MENTAL HEALTH

- RN Network

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49% OF NURSES HAVE CONSIDERED LEAVING THE PROFESSION IN THE LAST 2 YEARS

- RN Network

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HOW DO WE SAVE HOSPITALS MONEY?

1. WE IMPLEMENT SELF-CARE AND TRAUMA EDUCATION COURSES FOR ALL STAFF.

This educational program serves two purposes: it helps employees learn how to start prioritizing themselves, address potential self-care problems, and affirms to the employees that they are a priority to their employer. Buy in is achieved by providing a way for staff to earn CE’s/CEU’s, but is entirely optional and off the books.

2. WE PROVIDE AN IN-SERVICE SELF-CARE/TRAUMA INTRODUCTION TRAINING FOR ALL STAFF.

The purpose of this format is to invite open communication and camaraderie amongst all specialties providing opportunity for dialogue on subjects like just culture, healthcare bullying and can open the doors to peer support.

This two-step approach addresses that not all staff are going to feel comfortable talking about their struggles while at the workplace and or with their colleagues. Instead, it provides an opportunity to realize they’re not alone.