Nearly one-fifth of nurses are projected to leave the healthcare workforce by 2027. The American Organization for Nursing Leadership published a report revealing one of the biggest reasons nurses are exiting the industry: their managers are too busy to train and support them.

预计到2027年，近五分之一的护士将离开医疗保健队伍。美国护理领导力组织（American Organization for Nursing Leadership）发布的一份报告揭示了护士退出该行业的最大原因之一：他们的管理人员太忙，无法培训和支持他们。

AONL released the report last week in partnership with Laudio, a startup that provides software to automate administrative tasks for frontline nurse managers. The report was based on Laudio’s dataset, which comprises more than 50 acute care hospitals and hundreds of ambulatory and clinic facilities across the country.

AONL上周与Laudio合作发布了这份报告，Laudio是一家初创公司，为一线护士管理人员提供自动化管理任务的软件。该报告基于劳迪奥的数据集，该数据集包括全国50多家急诊医院和数百家门诊和诊所。

The dataset includes 8,106 nurse managers and 105,862 employees, with most of these employees working in an inpatient setting..

该数据集包括8106名护士经理和105862名员工，其中大多数员工在住院环境中工作。。

Nurse managers play a vital role in nurse retention, patient outcomes and hospital innovation, pointed out Robyn Begly, CEO of AONL and chief nursing officer at the American Hospital Association. These managers are also responsible for administrative responsibilities crucial to the functioning of hospitals and health systems — such as scheduling, compliance, recruiting and coaching, she noted..

AONL首席执行官兼美国医院协会首席护理官罗宾·贝格利（RobynBegly）指出，护士经理在护士保留、患者预后和医院创新方面发挥着至关重要的作用。她指出，这些管理人员还负责对医院和卫生系统的运作至关重要的行政责任，例如日程安排、合规、招聘和辅导。。

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医疗科技高管分享了他们的公司如何将创新想法付诸行动，以满足医疗保健领域最迫切的需求，这是MedCity News在ViVE上的一部分。

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“Organizational excellence is only achieved through unit level excellence,” Begly stated.

贝格利表示：“只有通过单位层面的卓越才能实现组织的卓越。”。

She added that nurse managers provide “invaluable support” and mentorship to direct care nurses. The report found that nurse turnover levels are significantly lower when nurse managers have consistent, meaningful interactions with the members of their team.

她补充说，护士经理为直接护理护士提供“宝贵的支持”和指导。该报告发现，当护士经理与团队成员进行一致，有意义的互动时，护士更替水平显着降低。

“The most impactful interactions involve timely and personalized recognition of the real work frontline team members do daily, ideally when directly connected to a unit’s outcomes,” Begly explained. “Recognizing accomplishments and celebrating team members’ personal milestones help team members feel valued and engaged.”.

贝格利解释说：“最有影响力的互动涉及及时和个性化地识别一线团队成员每天所做的实际工作，最好是直接与单位的结果联系起来。”。“认可成就并庆祝团队成员的个人里程碑有助于团队成员感受到价值和参与。”。

For the average hospital nursing team, one meaningful interaction per team member per month can reduce nurse turnover by 7%, the report showed.

报告显示，对于普通医院护理团队来说，每个团队成员每月进行一次有意义的互动可以减少7%的护士流失率。

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医疗科技高管分享了他们的公司如何将创新想法付诸行动，以满足医疗保健领域最迫切的需求，这是MedCity News在ViVE上的一部分。

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The report also noted that elevated spans of control limit a manager’s ability to engage in those important interactions. The term “span of control” refers to the number of direct reports assigned to a nurse manager.

报告还指出，控制范围的扩大限制了管理者参与这些重要互动的能力。术语“控制范围”是指分配给护士经理的直接下属的数量。

“High spans of control leave managers stretched thin, making it difficult to frequently engage, support and mentor every member of their team,” Begly remarked.

贝格利说：“管理者的控制范围很广，因此很难经常参与、支持和指导团队的每一位成员。”。

The median span of control for inpatient nurse managers in the report’s data set is 46 direct reports, and the 75th percentile is 78 direct reports. The report noted that these values differ depending on the specialty. Emergency departments have the highest median spans of control at 83 direct reports, and inpatient therapies and transplant departments have the lowest median lowest at approximately 15-25 direct reports..

报告数据集中住院护士管理人员的控制范围中位数为46名直接报告，第75百分位为78名直接报告。报告指出，这些数值因专业而异。急诊科的中位数控制范围最高，为83名直接报告，住院治疗和移植科的中位数最低，约为15-25名直接报告。。

Nurse turnover is usually reduced when assistant nurse managers are added to teams with a high span of control, the report said. However, having too many nurse managers can be ineffective and even associated with higher turnover — the report noted this could possibly be a result of a lack of role clarity. .

报告称，当助理护士经理加入到控制范围较大的团队中时，护士更替率通常会降低。然而，拥有太多的护士经理可能会无效，甚至会导致更高的离职率-报告指出，这可能是由于角色不明确所致。。

For larger nursing teams, hospitals should hire assistant nurse managers to offset manager workload — and there must be a clear understanding of the definition and scope of the assistant manager roles to maximize their impact, Begly said.

贝格利说，对于规模较大的护理团队，医院应该聘请助理护士长来抵消经理的工作量，并且必须清楚地了解助理经理角色的定义和范围，以最大程度地发挥其影响。

Hospitals should also try to reduce nurse managers’ span of control when possible. The report pointed out that it might sometimes be a good idea to turn one large department into two smaller ones.

医院还应尽可能减少护士管理人员的控制范围。报告指出，有时把一个大部门变成两个小部门可能是个好主意。

Photo: FS Productions, Getty Images

照片：FS Productions，Getty Images

Topics

主题

AONL

AONL

employee retention

员工保留率

Laudio

Laudio

nurse burnout

护士职业倦怠

turnover

营业额

workforce management

劳动力管理

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