Appreciating and Unleashing the Passionate Energy of the Four Generations in the Nursing Workforce
Much has been written and said about the generational differences in the nursing workforce. Some say the differences in ages, norms and values of the multi-generational nursing workforce are causing major problems as the generations continue on a collision course with each other. The impact of this dimension of diversity in the nursing workforce has created an opportunity for organizations to become more flexible, accommodating and creative in finding ways to let every generation be heard. The important thing to remember is that if generational differences are not acknowledged and discussed, and solutions are not supported by top leadership, the resulting tensions may have a significant negative impact on customer service.
Fact: Retaining nurses can become an agonizing process when new nurses continually turn over before adding at least as much value as the cost of recruiting and training them. As skilled nurses of all ages trade security for mobility, young nurses are leading the charge, moving from one organization to the next, soaking up training resources, relationships with decision makers and proof of their ability to add value. Nurses of all ages, and particularly younger nurses, will leave rather than put up with being treated poorly.
Wealth in Diversity Consulting offers many best practice solutions healthcare organization may appropriately apply to foster a culture of positive interaction for an intergenerational workforce, create productive teams, and retain valuable nurses. No one-size-fits-all solutions can be offered that will meet the needs of all nurses who have differing values and priorities, but some general best practice suggestions can be made.
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