This is a saying that most of us say after a week of work. What does it mean for you? Does it mean you are free from work duties for the weekend? Are you able to spend quality time with your family and friends? Are you now free to stay home and stay up later enjoying doing what makes you happy? It may if you are not in the service industry.

What does it mean for most nurses? It doesn’t mean any of the above. For Nurses, it may mean this is not your weekend to work so thank God it’s Friday. Of course, having a weekend off is not a guarantee due to the changing needs of the nursing profession. Nurses may be scheduled off but due to call outs and shortages are being asked to come in and work. Now, you may be saying that they don’t have to go in but most times if they are being called it is because there is no one else available.

Nurses can’t easily say no because if they do then it is a patient who can’t get the best care that they deserve. With that no comes guilt because nurses know what their no means. What do they do? Most nurses I know sacrifice family life to take care of patients who they may have just met or have known for some time. They give the community their all and best that they can. What happens in time is this giving may drain on them and here is where the burn out comes in. Here is when we lose our staff.

What can leaders do to retain talented skilled staff and help prevent burnout?

6 Proven Strategies From Nurse Execs to Combat the Nursing Shortage in 2022 by Joelle Y. Jean Updated July 18, 2022 Published in NurseJournal.org

• “ Listening to nurses’ concerns
• Prioritizing workplace culture
• Adjusting protocol to meet nurses’ needs
• Increasing diversity and representation in nursing
• Addressing the need for more nurse educators
• Supporting nurses leading healthcare innovation”

I ask how can we incorporate these strategies in long term care? First, we need to slow down and take the time to allow staff to share their concerns without the worry of them upsetting anyone. Get to know your staff and what other obligations they may have that prevent them from be able to do more than what they were hired to do.

Also, look to your staff for ideas to help problem solve and identify solutions for concerns identified. Empowering staff to be part of the solution. Our profession is fortunate to have knowledgeable staff and we should be tapping into the strengths of all our staff not just the leaders of each discipline. Many times staff not in a lead position have a wealth of experience that they haven’t shared simply because they weren’t asked.

What may we be doing to adjust protocols to meet nurses’ needs? What might that look like? That could be as simple as adjusting the work schedule with flex hours. Two staff may have home commitments so a 8 hour 7-3 shift may not be doable. Maybe 2 staff members can jobshare and meet the time requirement of the shift. I did this earlier in my career as a supervisor. I jobshared with a new manager who was learning the role. We had a one hour time overlap each day which is when I taught her management skills. A facility could have nurses who are identified as having the ability to cover a shift if there is a call out for a weekend. They may receive a bonus to be on call and one if required to come in.

What other programs would attract staff to our facilities? A program that identifies non nursing staff who may be interested in becoming nurses and helps them pursue that. Facilities could be parterning with area colleges and be willing to be a host students to complete their clinical requirements. They may also partner with an area red cross for CNA clinicals. Also, leaders could invest in our own staff by providing center level certified nurse aide training classes.

Other ideas include hybrid work models. This may include MDS and MMQ nurses to work remotely for part of their week. They would go to the center to gather data through observation and complete interviews needed and then complete the paper requirement remotely.

Leaders, you may have several ideas of your own that you haven’t shared to your corporate leaders. I encourage you to do so. Remember, to invest in the staff you already have, and attract the right people to join your staff. Be transparent with the goals of your work environment and ensure all are alligned with goals identified. Continue to focus on providing a positive work culture that is focused on retaining all of your staff.

I leave you with a chinese proverb

“If you want one year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people.”