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Nurses Need to Stop “Eating Their Young”

As it was first said in 1986, “nurses eat their young,” and last week, that adage proved true for one young nurse who took her own life. Now is the time to end nurse bullying.

As it was first said by nursing professor Judith Meissner in 1986, “nurses eat their young,” and last week, that adage proved true for one young nurse who took her own life. Rhian Collins, a 30-year-old nurse and mother of two, committed suicide after being bullied by her coworkers at a U.K. psychiatric hospital.

In light of this tragic news, we find it is our responsibility to have a frank and open discussion regarding nurse bullying and suicide. Because, at its core, the nursing profession is a caring one. It takes certain levels of empathy and heart to do what nurses do, day in and day out, and that should not only be reserved for patients, but also for your fellow nurses.

Stress and burnout among nurses are, understandably, pervasive. Shifts are long, hospitals are understaffed, and tensions are high, but to put it in perspective, research suggests that at least 85% of nurses have been bullied at some point in their nursing career, and the number could actually be higher, as it is often speculated that incidents are under-reported. One study has stated that depressive symptoms among nurses clock in at 18%, and another shows that number as high as 41%. Even more alarming, a U.K.-based study published last year found nurses are 23% more likely to commit suicide than women in general, and the BBC has reported that nurses are four times more likely to commit suicide than people working outside of medicine.

All of those staggering numbers, and yet, the culture of nurse-on-nurse bullying has not changed much, if at all, since it was first said that “nurses eat their young.” However, there is hope, as many younger nurses have been put through the paces of school-based anti-bullying initiatives as they have grown up and stigmas of mental health issues have began to lessen. But unless and until a different mindset takes over the nursing profession, the problem will persist.

You cannot eat your young and expect them to survive.

We know you are stressed out. We know your hours are long, your back is aching, and you probably didn’t get to have a real lunch break today. We are not negating those stresses in any way. However, it doesn’t take much effort to just be kind—to yourselves and to your fellow nurses. You may just save another life in doing so, and that is what nursing is all about, saving lives.

If you are having thoughts of hurting yourself or others, we encourage you to seek help by calling the National Suicide Prevention Lifeline at 800-273-8255 or by texting 741741 to have a conversation with a trained crisis counselor via the Crisis Text Line.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

The Mindset of Millennial Nurses

Millennials are quickly becoming the most dominant generation in nursing. What is their collective outlook on their professional futures? Take a look.

Millennials, as a whole, tend to get a bad rap. The generation, born in the 1980s and 1990s, is often stereotyped as being selfish and entitled, more interested in popular culture and handouts than hard work and drive. However, a recent survey by AMN Healthcare of nurses who fall into that age bracket shows that is not the case.

The Survey of Millennial Nurses: A Dynamic Influence on the Profession collected responses from 3,347 RNs, and compared the views of Millennial nurses (those aged 19 to 36) to those of Generation X (aged 37 to 53) and Baby Boomers (aged 54 to 71) in regards to their expectations of their work environments and professional futures.

The survey results show that Millennial nurses are more eager than their Gen X and Baby Boomer counterparts to seek new employment, including taking on travel nursing opportunities, pursue a higher degree or become Advanced Practitioners, such as Nurse Practitioners or Physician Assistants, and strive to obtain nursing leadership roles.

When asked about how the improving economy might impact their career plans, about 17% of Millennial RNs said they would seek a new place of employment as a nurse, as opposed to 15% of Gen X RNs and only 10% of Baby Boomer RN, and 10% of millennial RNs said they would work as a travel nurse, which is nearly the combined amount (11%) of Gen X and Boomer RNs who would consider the same.

The results also show that Millennial RNs are keen to obtain higher degrees and become APRNs. 70% of Millennial RNs said they want to pursue a higher degree, such as a BSN or MSN, which is significantly higher than the 56% Gen Xers and 20% Baby Boomers who would pursue the same, and 49% of Millennial RNs indicated becoming an Advanced Practitioner is a career path they want to consider. Only 35% of Gen X RNs and 12% of Baby Boomer RNs said they had the same APRN career ambitions.

Millennials are also more eager to lead, with 36% of Millennial RNs saying the pursuit of a nursing leadership role is something they are interested in, as opposed to 27% of Gen Xers and 10% of Baby Boomers.

With results like these, and Millennials quickly becoming the most dominant generation in nursing, it seems like there are a lot of bright futures to be had.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Where the Female Doctors Are

Of the 978,743 practicing physicians in the U.S., women only account for just over a third of them. We break down the states with the most and least.

When it comes to physicians, men clearly dominate the profession. According to recent data from the Kaiser Family Foundation, of the 978,743 practicing physicians in the United States, women only account for just over one-third of them (34.4%).

So, where are the female doctors? Below are the five states with the most and least female physicians in the United States, as well as how many there are and what percentage of practicing physicians they account for.

States with the Most Female Physicians

  1. California – 38,140 practicing female physicians, 35% of all physicians
  2. New York – 33,066 practicing female physicians, 38.5% of all physicians
  3. Texas – 21,072 practicing female physicians, 33.5% of all physicians
  4. Pennsylvania – 17,015 practicing female physicians, 35% of all physicians
  5. Florida – 16,221 practicing female physicians, 29.7% of all physicians

States with the Least Female Physicians

  1. Wyoming – 315 practicing female physicians, 26.9% of all physicians
  2. South Dakota – 564 practicing female physicians, 28.3% of all physicians
  3. North Dakota – 569 practicing female physicians, 29.4% of all physicians
  4. Montana – 635 practicing female physicians, 27.5% of all physicians
  5. Alaska – 677 practicing female physicians, 36.8% of all physicians

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Major Medical Errors Linked to Physician Burnout

Medical errors are a major source of inpatient deaths in the United States, and now physician burnout has been linked to a higher risk of medical errors.

Medical errors are a major source of inpatient deaths in the United States, responsible for about 100,000 to 200,000 deaths yearly, and as it has been heavily reported, physician burnout is a national epidemic. But what is the correlation between medical errors and burnout, if any? According to a study led by Stanford researchers and published in Mayo Clinic Proceedings last month, the correlation may be more significant than one might think, as the results have found physician burnout may cause more medical errors than unsafe medical workplace conditions.

The study compiled survey results from 6,695 physicians nationwide, who were asked to respond to 60 questions on topics including fatigue, burnout, thoughts of suicide, and workplace safety.

Of the respondents, 3,574 (55%) reported symptoms of burnout, and 10.5% reported a self-perceived major medical error in the previous three months. Errors were most frequently categorized as an error in judgment (39.2%), a wrong diagnosis (20.0%), or a technical mistake (13.0%), and the highest prevalence of medical errors was reported by physicians working in radiology (23.3%), neurosurgery (21.8%), and emergency medicine (21.4%).

“We found that physicians with burnout had more than twice the odds of self-reported medical error, after adjusting for specialty, work hours, fatigue and work unit safety rating,” the researchers said. “High burnout, even in an excellent safety environment, is nearly as risky as no burnout in a unit that had a poor safety grade.”

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Best Non-Clinical Side Hustles Any Clinician Can Start (Without Quitting their Day Job) – Part 1

There are more opportunities than ever for clinicians to engage in meaningful non-clinical work. Here are some options.

By Jordan G Roberts, PA-C

Clinicians are generally type A personalities with incredible ambition and drive to help others. As such, it’s not uncommon for healthcare professionals to have more than one job at a time.

Some do it for the love of the work and some do it to dig out from under their mountain of student loan debt. There are as many reasons as there are clinicians, and they’re all good.

However, sometimes clinicians look forward to more clinical work like patients look forward to endoscopies. It’s clear that not everyone who seeks a part-time opportunity wants to see more patients.

Fortunately, there are more opportunities than ever for clinicians to engage in meaningful non-clinical work.

Whether your goal is to transition out of clinical practice entirely or pick up some extra work when you have time, this article can help. We’ll cover two non-clinical opportunities that are worth your time and effort in each post.

Today’s article will cover teaching (but not in the way you think) and writing.

While academia is technically non-clinical, and yes, part-time positions are available, it’s not a new idea. We are living in a digital age with new ways to reach an audience. We’ll show you a few innovative ways you can use your expertise to help more people than you ever thought possible.

Next, we’ll explore the myriad opportunities available to clinicians in medical communications, specifically, in medical writing. Your skills as a subject matter expert are worth a premium on the open market, so if you can also write well, you are a valuable commodity.

Learn the skills and get the resources you need to get started in the original article. Continue reading the first of our three-part series on non-clinical opportunities here.

Jordan G Roberts, PA-C helps medical education companies create and distribute the best medical education around. He helps students and clinicians improve their clinical game by using his background in neuroscience to teach simple ways to learn complex medical topics. He is a published researcher, national speaker, and medical writer. He can be found at Modern MedEd where he promotes clinical updates, medical writing, and medical education.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

NP Salaries on the Rise

A new survey by the AANP has found that the total mean income for NPs was more than $112k in 2017.

As both the demand for and number of Nurse Practitioners only continue to grow, it appears that NP salaries are rising proportionately, according the AANP’s 2017 National Nurse Practitioner Sample Survey results.

The results of the survey, released earlier this month, found that in 2017, full-time NPs, regardless of their certification, are now receiving an average hourly wage of just under $59.87, and the base salary for full-time NPs was, on average, $105,546, with the total mean income for full-time NPs clocking in at $112,923.

Broken down by specialty, it was found that Adult Mental Health NPs, which only account for 1.7% of all NPs, received the highest base salary, while Emergency NPs had the highest hourly wage and total income. It was also reported that, between 2015 and 2017, the base salaries for Geriatric NPs and Family NPs also increased, up 30% and 18%, respectively.

The full 2017 National Nurse Practitioner Sample Survey Report is a free resource for AANP members and can be accessed by clicking here.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

“Ask Your Doctor About…” Coming to a Computer Near You?

Digital ads for prescriptions are approaching parity with TV ads, with an even larger percentage of patients who saw ads online asking their doctors about specific medications.

A recent study by DRG Digital (formerly Manhattan Research) has shown that not only do two out of three adults recall seeing or hearing advertising for prescription drugs in the last 12 months, but that digital advertisements are approaching parity with traditional television-based advertisements.

Of those who indicated they had recalled advertisements, nearly two-thirds of respondents (65%) stated they had remembered seeing or hearing an ad for medications on TV, and just under half (49%) stated that they remembered seeing or hearing ads online. Of those who recalled seeing or hearing an ad on television in the past 12 months, 22% did as the ad suggested and asked their doctor about a specific drug, compared to 42% of those who recalled seeing or hearing an ad online.

The data suggests that online drug advertisements may be as effective, or even more effective, than traditional television advertisements at prompting patients to ask their doctors about specific prescription drugs.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

R&D Spend Hit Record High for Biopharma Companies in 2017

Biopharma companies invested a total of $71.4 billion in research and development in 2017, up from $65.5 billion in 2016 and a record high.

According to the 2018 Pharmaceutical Research and Manufacturers of America annual member survey, biopharma companies invested a total of $71.4 billion in research and development (R&D) in 2017, up from $65.5 billion in 2016 and the highest ever recorded level of R&D spend in the industry. Survey results also showed that nearly one out of every five dollars of revenue was devoted to R&D, and of the total R&D spend, Phase 3 testing accounted for nearly 30% of it, making it the most expensive part of the process.

Nearly one-sixth of total domestic R&D spending by American businesses is made up by U.S. biopharma companies. These investments have helped to pave the way for groundbreaking medical advances and essential therapies throughout the world, including the 56 novel medicines approved by the FDA in 2017, including the first cell and gene therapies, the first medicine for primary progressive multiple sclerosis (PPMS), and the first treatment for sickle cell disease in 20 years.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

Speaking with a Speech Language Pathologist

“Those moments when there is progress and I have changed my clients lives for the better carry me through the difficult times,” says Christie Moran, MS, CCC/SLP-L in this interview about what she has loved, and learned, about being an SLP.

Christie Moran, MS, CCC/SLP-L has been a practicing Speech Language Pathologist for 14 years, serving in many different settings and across varying populations. In this interview, she lets us in on her experiences in speech therapy, as well as what she’s learned, and loved, over the course of her career.

Why did you choose to become an SLP? What drew you to this line of work? Is your experience as an SLP what you expected it would be?

I knew I wanted to work in healthcare. I enjoyed interacting with both kids and older adults through my volunteering opportunities. I loved learning about language development and how the brain processes language has always been fascinating to me.

I have never regretted my career choice, but my experience has not been what I expected. I always saw myself working in a hospital; however, both professional and personal choices have moved me further from that choice and I find myself working more and more in schools. This profession has given me the opportunity to work in different settings and with different populations, not all careers would have that choice. I am able to personalize my career to my needs, both personal and professional, and I am extremely thankful for that.

What sort of setting do you work in?

I have experience in schools, early childhood, home health, early intervention, private clinics, skilled nursing facilities, hospitals, outpatient adult clinics, and as a hippotherapist (using horses as a therapy modality) and using pet assisted therapy and natural settings. Last year, I worked with a school district as a case manager and therapist for 20 students aged pre-school through 2nd grade, one day a week, and a therapist for a unique communication and behavior program for students aged pre-school through 1st grade, 4 days a week.

As you know, SLPs see clients ranging from young children to the elderly, which population do you serve and why did you choose that area?

I maintain certifications and continuing education with both pediatric and elderly populations. Being a speech-language pathologist can be very intense and challenging. Unfortunately, burnout is common in our profession and one way I avoid burnout is by working with a variety of clients and diagnosis in different settings. Recently, I have been working with students diagnosed with autism and other genetic disorders and motor speech disorders to help them develop functional and social language skills, including developing augmentative and alternative communication systems to help them communicate.

What are the most rewarding parts of being an SLP? The most challenging?

I love helping my clients and their families communicate and become functional communicators. I love working with families and collaborating with families and other professionals. I am a lifelong learner and enjoy learning different ways to help my clients communicate, improve their swallowing, feeding and oral motor speech skills. I enjoy being challenged to keep it relevant to my individual clients, so that they are engaged and are able to carryover the skills I teach them. Those moments when there is progress and I have changed my clients lives for the better carry me through the difficult times. Whether it is celebrating with an elderly man and his wife when he is able to safely swallow his favorite meal again to when a 4-year-old child is able to request his favorite toy using picture choices and eye contact.

I would say the most challenging part of my job is the paperwork and keeping up with the ever-changing laws and regulations that need to be followed.

Is there any advice, or tricks of the trade, you’d like to impart to your fellow SLPs, or those looking to get into the profession? In your opinion, what personal or professional qualities make someone a good SLP?

A good SLP must have passion and patience. A desire for lifelong learning. An ability to communicate and collaborate with families and other professionals. Professional qualities should include the ability to set priorities and manage time well, a quality I am still learning. There are many types of SLPs out there, and many different settings and opportunities, I would tell those in the profession already and those entering it to remember to stay flexible, explore your options and different settings through networking, contract work and mentoring opportunities, and remember, everything changes, all the time, so enjoy the good times and prepare for the challenging ones.

Interested in sharing some insight about your specialty and experience with your fellow therapy professionals? Email us to set up an interview.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.

3 Ways to Enhance the Patient Experience

Happy patients make for a thriving practice. Are you overlooking these three core ways to keep your patients satisfied?

Therapists, by nature, are caring individuals, but in practice, sometimes caring about the patient experience can get a little lost in the day to day hustle. Here are three core ways you can enhance the patient experience to keep patients satisfied and your practice thriving.

Create an Inviting Environment

It has been proven, in some cases, the physical environment a patient is in can actually help them heal faster. Since healing is a main focus of physical therapy, creating a positive, welcoming environment is a good place to start, when enhancing the patient experience. Everything from the ambience of the waiting room to a friendly and well-informed front office staff should be taken into consideration.

While no patient likes to wait, it is often inevitable that they will have to, be it because they arrived early or you are running late. Make the wait more bearable by creating an inviting space. Everything from providing comfortable seating to making use of natural light can make a huge difference in terms of atmosphere. Stock the with toys and coloring books for children (whether or not you treat children) and set the mood with soothing music via Pandora or Spotify, if you’d like to forgo fitting the space with a television.

Staff your reception area with a friendly, attentive, and knowledgeable team, who will provide one-on-one, patient-focused customer service. Have them greet patients by name and with a smile, and make sure they are intimately familiar with office policies and procedures, so they can answer any questions your patients may have.

If you are running late, respect that your patient’s time is also valuable and have your front office staff let them know there is a delay. Having your front office staff offer an apology and give updates on how long they can expect to wait can go a long way in managing expectations, as well as easing any frustrations your patients may be.

Communication is Key

Communicating effectively will not only help to foster a strong provider-patient relationship and, in turn, may create better outcomes, but also lends itself well to a positive patient experience, all around.

From the very beginning, work to keep your patient in the know on everything from how to get to the office the very first time and where to park, to office policies and procedures, including paperwork and payments, right on through to their care plan, including the benefits of therapy, what is happening during their sessions, and what is expected of them, during and after each. While your schedule may be packed, and you may not have time to sit and chat with each patient for hours on end, make sure that they know they can ask questions, particularly about their care.

Having a therapist that is accessible and friendly can be an important factor for patient satisfaction, and a well-informed patient will very likely be a happier, more motivated and compliant one.

Ask for Feedback

No news isn’t always good news, no matter how the adage goes, and the things your patients aren’t telling you could be holding you back from reaching your patient satisfaction goals. So, in the spirit of communication being key, know that it has to work both ways.

Ask your patients to provide feedback in the form of patient satisfaction surveys, either digitally or on paper, as a part of their end-of-treatment process. This not only allows you to be aware of where you could be failing in providing the best care and experience, but tells you where you really shine.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.