With the nurse shortage at crisis levels even before the pandemic hit, what are the flaws or shortcomings of conventional approaches to staffing that keep nurse leaders chronically in “firefighter mode”? While a great majority of healthcare organizations cite nurse retention as a key strategic imperative, only a little over a third of them have actually implemented a formal retention strategy. Why isn’t nurse retention more reflected in actual operational practices or planning? Join Bryan Dickerson, Senior Director of Healthcare Workforce Solutions at Hospital IQ, Shawna Gunn, Manager of Operations at MercyOne, Des Moines, and Danielle Bowie, DNP, RN, NE-BC, Vice President of Nursing Workforce Development at Bon Secours Mercy Health, Cincinnati, OH, as we discuss:

• What the healthcare industry can learn from other industries
• What are the opportunities and benefits of predictive analytics that can be leveraged to alleviate the nurse leaders’ constant staffing chase
• See how leveraging technology can streamline both communications and preplanning, enabling nurse leaders to make proactive adjustments faster and more efficiently