Family and Developmental Care

(1070) Progressive Disruption: A New Care Delivery Model to Improve Employee Engagement and Nursing Turnover

Poster Presenter(s)

Lisa N. Mason, DNP, MBA, MHA, RN, NEA-BC

Senior Director - Fetal Neonatal Services
Children's Health System of Texas - Dallas
McKinney, Texas, United States
Disclosure: I do not have any relevant financial / non-financial relationships with any proprietary interests.

Co-Author(s)

jg

jeanne gaines, BSN, RN, CPN, RNC-NIC

Clinical Manager - NICU
Children's Health System of Texas - Dallas
Dallas, Texas, United States
Disclosure: I do not have any relevant financial / non-financial relationships with any proprietary interests.
kL

kymeyone Lanehart, MSN, RNC-NIC

Clinical Manager - NICU
Children's Health System of Texas - Dallas
Dallas, Texas, United States
Disclosure: I do not have any relevant financial / non-financial relationships with any proprietary interests.
WL

Whitney Lewis, BSN, RN, CPN

Clinical Manager - NICU
Children's Health System of Texas - Dallas
Dallas, Texas, United States
Disclosure: I do not have any relevant financial / non-financial relationships with any proprietary interests.
JS

Jean Storey, MSN RN NEA BC

Senior Vice President Heart Center and Fetal Neonatal Services CCBD and SOTP
Children's Health System of Texas
Dallas, Texas, United States
Disclosure: I do not have any relevant financial / non-financial relationships with any proprietary interests.
JT

Jerithea Tidwell, RN, PhD, PCNS-BC

Clinical Nurse Specialist
Children's Health System of Texas - Dallas
Dallas, Texas, United States
Disclosure: I do not have any relevant financial / non-financial relationships with any proprietary interests.

The nursing profession continues to evolve over time in a complex American healthcare system. It was predicted in 2015 that impending baby boomer retirements would lead to disruptive turnover in healthcare organizations. It was later determined that overall turnover of nurses is significantly associated with job satisfaction, autonomy, and training opportunities. Additionally, nurse and nurse leader fatigue has gained importance and requires special attention as its damaging impact has been discovered. With increasingly larger vacancy at the bedside, nursing leaders of today must invest their time in continuous development of bedside staff for proper succession planning. Simultaneously, it is imperative that healthcare systems understand and address the costly effects of low employee engagement and high turnover. This is especially critical in the Level IV NICU, as patients are especially vulnerable and NICU trained staff is a scarce resource. As a result of these complex factors, it is critical that organizations be creative and courageous as they navigate leading teams in the clinical environment.

Learning Objectives:

Verbalize the factors that impact the need for nursing leaders to be more creative when designing care delivery models.
Verbalize the costs associated with nursing turnover.
Verbalize at least 3 metrics that influence employee engagement.
Verbalize the benefits of PDSA rapid-cycle problem solving.