It takes a village to retain quality nursing staff

Tackling the looming long-term care (LTC) workforce crisis requires the commitment and joint efforts of administrators, managers, and frontline nursing staff. In a Paraprofessional Healthcare Institute study of CNA retention in LTC settings, frontline workers who stayed in their positions reported t...

Full description

Saved in:
Bibliographic Details
Published in:Long-Term Living 2003-05, Vol.52 (5), p.52
Main Author: Hollinger-Smith, Linda
Format: Article
Language:English
Subjects:
Employee development
Long term care insurance
Long term health care
Nurses
Nursing care
Organizational learning
Workforce
Workforce planning
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:Tackling the looming long-term care (LTC) workforce crisis requires the commitment and joint efforts of administrators, managers, and frontline nursing staff. In a Paraprofessional Healthcare Institute study of CNA retention in LTC settings, frontline workers who stayed in their positions reported that they: worked with fair-minded supervisors, had career development opportunities, and were made to feel part of the care team. To build a quality LTC workforce that provides compassionate, skilled nursing care, look to the three Rs of retention - relationships, respect, and recognition. Mather LifeWays, Evanston, IL, and the American Association of Homes and Services for the Aging, collaborated to develop, implement, and evaluate LEAP, a comprehensive LTC workforce initiative that aims to educate, empower, and retain staff through these components: a resident-centered approach to developing frontline staff, interactive teaching methods, and assessment of the LTC organization's learning capacity.
ISSN:2573-8909
2573-8917