Job satisfaction of employees should be on the radar of any organization, however, when we face employee shortages or increased industry competition, it becomes even more important. Hospice is not immune to this and with an aging population, the demand for quality workers continues to rise. With labor being the largest expense in a hospice and nurses representing one of the largest percentage of the hospice workforce, turnover of experienced hospice nurses should always be a concern for hospice leadership.
For those of us that have worked in healthcare and hospice specifically, we understand that the nurses are intrinsically satisfied by caring for other people, working independently, and doing good work that makes use of their unique skills. Every company in this space needs to continually reflect on what aspects of their culture contribute to nursing job satisfaction.
- Does your culture highlight testimonials of caring events?
- Do you promote life/work/balance to really allow for independence with flexible scheduling?
- Does your company provide opportunities to enhance nursing skills?
- Are you keeping up with new technology that allows for staff to work smarter not harder?
- On a basic level, do you as an organization meet regularly to discuss topics of job satisfaction?
- Do you conduct employee satisfaction surveys to get a true understanding of the voice of the employee?
You cannot address what you do not know.
In addition to the previously listed suggestions, there are many resources available online to assist you with addressing nurse satisfaction. Some suggestions I have used which you may consider - survey your teams for a baseline through SurveyMonkey. In addition, Nurse.com offers many articles on nursing satisfaction and recruitment methods and my organization has as a standing monthly agenda item to discuss this paramount topic.
VP of Operations at Care Synergy