tainable situation , one that most organizations have sought to remedy with “ quick fixes ,” such as filling the gaps with high-dollar traveling nurses and offering signing bonuses .
It is likely healthcare is looking at a new normal , one where they will need reliable strategies to combat ongoing high levels of turnover . Instead , the goal should be to move beyond reactive strategies and shift focus and energy to factors like new hire time-to-productivity .
Bridging the school-to-practice gap is a complex process , one that includes steps many organizations still perform manually , so the opportunity for optimization is great . But there are also opportunities to ensure that all employees , whether its new hires or those floating from other practice areas , receive rapid onboarding that addresses their individual need for training .
The goal should be to ensure that 100 % of a nurse ’ s time learning is purposeful in order to improve the time to bedside , which will require a focus on the following :
• Individualized learning paths
Providing targeted and individualized training has always been a problem in healthcare . In most cases , nurses are provided the same training path , whether they are novice or expert . In an onboarding scenario , this prolongs the time to productivity and often leaves the clinician frustrated and dissatisfied in the process . Technology and automation can be utilized to create personalized learning paths that address the individual ’ s learning journey and lead to more confident and capable caregivers .
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