Save one Life, you are a hero, Save a hundred lives and you are a Nurse…….Unknown
I recently had the time to peruse the annual report of a well known hospital chain in India, I will briefly touch upon one key takeaway and try to present my solution for that. It is disheartening to note that even though they happen to be a popular brand in itself but they are finding it hard to retain their Nursing staff, because some of them are migrating overseas in the search of greener pastures. Interestingly, this hospital chain also happen to run a Nursing School.
Good quality staff retention is always tough and especially when your contemporaries are also having similar problems. Resources are limited and we have to make the optimum use of the limited resources and manpower available. Today’s search for labor is a highly organized global hunt for talent that includes nurses. International migration is symptom of the larger systemic problems that make nurses leave their jobs. Nurse mobility becomes a major issue only in a context of migrant exploitation or nursing shortage. Injecting migrant nurses into dysfunctional health systems—ones that are not capable of attracting and retaining staff domestically—will not solve the nursing shortage
So how do we get out of this rut and provide a out of the box solution. There is no short cut mechanism, but I believe things could be eased out a bit.
Nurses lead very demanding lives. Working with doctors, healing patients and educating the family of the patients are just a few of the responsibilities nurses perform on a daily basis. In fact you could say that nurses are the backbone of our healthcare care system, providing us with the attention and medical care that we need to live health long-lasting lives.
We have heard about doctor burnout, but have we ever thought on similar lines for the healthcare attendants, Nurses & Support Staff who are at the forefront, actually providing the services.
A patient, who is admitted in a hospital, once he gets discharged from the hospital, maybe he would find it hard to remember the brief encounter with his doctors but he would definitely remember the Nursing care he received.
Nurses are the biggest brand ambassadors for a hospital, all the touch points in the journey that the patient encounters make a mark on his subconscious mind and he will inadvertently choose the hospital during his second admission(God forbidding), where he found the Nursing care above par at the least he would definitely spread the word among his family and peers.
Most hospitals say they have assuming three shifts for a nurse, for example typically what happens is nurses arrive at work and they’re nowhere to go and a nursing supervisor takes a round and discover after two hours that there’s always staffing in one ward and understaffing in another and than by hour four or five takes some corrective action than half the shift is already over, this is something that need not be so. To me it’s like a archaic way of doing things we already know who the patients are, we know where they are, we know how intense care they need, why is it not possible within the first 30 minutes to figure out the people movement for the right nurses go to the right wards and each patient gets the intensity of care that he or she merits based on their medical condition and there are I suppose few hospitals doing it but I would argue not more than five percent of hospitals in India even think of this as a solution and I think we can offer very interesting solution, in my previous blogs I’ve talked about a lot of different opportunities for IoT to improve the way health care is delivered both from again a patient outcomes standpoint as well as from an operational and cost efficiency.
What I am trying to emphasise basically is that along with the Doctors, the Nurses too need to be tech enabled to facilitate their whole nursing care processes.
People leave managers and not Companies, In short, the relationship between manager and employee plays a critical role. Beyond that, other factors also contribute. But no matter the precise constellation of factors, which vary according to the character and circumstances of an organization, there’s no question that a chronically high level of employee disengagement represents both a failure of management and a fundamental challenge to it: a challenge to do what is needed to keep vast numbers of individuals interested in their work, feeling good about their organizations, and working as productively as they can.
There is light at the end of the tunnel though, as India’s healthcare infrastructure continues to expand and progress, nurse advocacy and health policy to strengthen the nursing workforce in India should be placed in its forefront. The increased globalization of nurses is beginning to reshape the perception of nursing in India as a respected career and profession and better positions nurses to organize and advocate for these changes.