Becker's Works CNO Survey

case study

Becker's Works CNO Survey

High labor costs continue to stress health system leaders.

In 2023, for example, the average turnover cost for one staff RN grew to $56,300, up from $52,350 in 2022. The financial stakes are high — with each 1% percent change in RN turnover estimated to cost or save the average hospital $262,500 per year. In response, healthcare leaders are looking at new ways to attract and retain the next generation of nurses.

Becker’s Healthcare and Works recently conducted a brief survey of chief nursing officers to learn more about the qualities, skills and certifications that are top of mind in their searches for future employees; the current challenges and successes that organizations are experiencing with nurse recruiting; and investments that hospitals and health systems are making to advance nurse recruitment and retention efforts.

More than three-quarters of the 115 survey respondents work at hospitals or health systems, and close to two-thirds (63.4%) work at organizations with more than 250 beds.

Please select the most accurate description of your organization.

Figure 1: Survey respondents’ organizational descriptions

Flexibility is an important retention tool and strategic differentiator

Interestingly, 42% of the CNOs surveyed indicated that “reducing nurse workload” was one of the top-three most difficult things to offer or change as part of their organization’s nurse retention strategy.

Although it may be difficult for hospitals and health systems to reduce nurse workloads, many recognize the value of flexibility to employees and are leveraging it in their nurse retention strategies.

More than half (60.9%) of CNOs who participated in the survey indicated that flexible work schedules and arrangements are very important to their
nurse retention strategies. For 48% of respondents, “flexible work arrangements” ranked as one of the top-three most necessary changes or updates to attract and retain the younger generation of nurses.

Flexible work arrangements take a variety of forms. While the most popular option among survey participants is self-scheduling, only 31.3% of respondents said their organizations offer that to employees. Interest is strong, however; among the 68.7% of organizations that don’t offer self-scheduling, 88.7% of CNOs said they were considering technology that would allow nurses to pick their own shifts.

“Clinicians are no longer tolerating pre-pandemic working conditions, and the next generation of nurses expects flexibility. We’re starting to see hospitals optimize their current workforce by leveraging digital tools to track talent data. At Mercy, we partnered with Trusted’s Works platform to create Mercy Works On Demand.”

Betty Jo Rocchio, DNP, CRNA, CENP, Senior Vice President & Chief Nurse Executive, Mercy

Other popular types of flexible work arrangements cited by the survey participants include the ability to pick up extra shifts according to preferences, part- time work with hour requirements and the ability to work across different care settings.

What types of flexible work arrangements does your organization offer?

Self-scheduling

31.3%

Ability to pickup extra shifts, according to preferences

29.6%

Part-time work with hour requirements

28.7%

Ability to work across different care settings

Choosing which weekends to work

26.1%

Schedules to accommodate new mothers

25.2%

Hybrid shift lengths

24.3%

Hybrid roles

23.5%

Gig work without hour requirements

Virtual nursing

22.6%

9 a.m. to 5 p.m. schedules

Four-day work weeks

21.7%

12-hour shifts starting at anytime

Figure 2: Types of flexible work arrangements offered by survey respondents’ organizations

High demand for nurses with compassion, empathy, and strong communication skills

When asked to identify the most important characteristics or skills they look for in potential nursing recruits, CNO survey respondents rated compassion and empathy highest, followed by strong communication skills. CNOs prioritized these qualities above characteristics like attention to detail and clinical competence.

While many nurses may be innately compassionate and empathetic people, it’s important to keep in mind that without sufficient bandwidth on the job, it’s difficult to display these traits to patients and peers.

What are the most important characteristics or skills you look for in potential nursing recruits?

0%

10%

20%

30%

40%

50%

60%

70%

80%

Compassion and Empathy

27%

18%

25%

Strong Communication Skills

23%

26%

17%

Critical Thinking and Problem-Solving Abilities

Attention to Detail and Clinical Competence

12%

24%

Adaptability and Flexibility

19%

11%

1

2

3

Figure 3: Survey respondents’ most important characteristics or skills in potential nursing recruits

Embracing technology is essential to recruit the next generation of nurses

When asked what aspect of their organization’s nurse retention strategy was most difficult to offer or change, CNOs ranked “embracing new technologies meant to alleviate burdens” as the least difficult.

When it comes to leveraging technology as a differentiator, more than one-third of CNOs (39.1%) indicated that digital recruitment platforms are an effective recruitment strategy to attract the next generation of nurses.

Nearly half (48%) of the CNO survey respondents ranked “embracing technology” as one of the top- three most necessary changes or updates to attract and retain the younger generation of nurses.

“Leveraging technology for staffing and scheduling decisions in healthcare settings offers numerous advantages, primarily enhancing efficiency and introducing flexibility to scheduling systems. Automated algorithms can swiftly analyze vast amounts of data to generate optimized schedules that meet staffing requirements and individual preferences.”

Brian Weirich, DHA, MHA, RN, CENP, Chief Nurse Innovation Officer, Bon Secours Mercy Health

In your organization’s nurse retention strategy, which of the following have been the most difficult to offer or change?

5%

15%

35%

45%

Reducing nurse workload

14%

Reducing nurse stress and burnout

Recognizing nurse contributions

13%

Offering work-life balance/flexible options

Fostering a healthy workplace culture

8%

Offering career advancement opportunities

Offering competitive compensation and benefits

9%

3%

Addressing staffing shortages

6%

Embracing new technologies meant to alleviate burdens

Figure 4: Most difficult aspects to offer/change in nurse retention strategies, per survey respondents

What changes or updates do you believe are necessary within the nursing profession to attract and retain younger generations?

Embracing Technology

Flexible Work Arrangements

Focus on Diversity and Inclusion

Enhanced Benefits Packages

16%

Professional Development and Career Advancement

Emphasis on Work Environment and Culture

Holistic Well-Being Initiatives

Figure 5: Changes or updates survey respondents believe are necessary to attract and retain younger nurses

Ready to get introduced to works?

As hospitals and health systems compete to attract nursing talent, technology and flexible work arrangements are key pathways to success. Works offers an industry-pioneering workforce management platform that helps healthcare organizations bolster nurse retention through a centralized staffing model, while driving clinical cost savings.

To learn more, contact Works.

Works drives clinical cost savings and bolsters nurse retention through flexibility and workforce optimization. With Works, clinicians move across units and hospitals and you fill more shifts with your own labor resources.