| By Dawn Bailey In a recent article "The Perfect Storm of Staffing Shortages" in the Winter 2022 edition of Arkansas Hospitals magazine, Kay Kendall discusses the "throes of a staffing storm" facing organizations today. In terms of health care, she writes, "Data from several recently published studies suggest that the nursing shortage is projected to intensify in the next 18 months, with one-third of nurses planning to leave their jobs by the end of 2022. While pay and benefits are cited as two of the conditions leading to this exodus, the reasons nurses cite for leaving are burnout and continually working in extremely high-stress environments. Projections indicate these aggravations will only be exacerbated as shortages stress health care staff who choose to remain." She then asks readers about staffing plans for their own organizations: "What's your plan? Do you know the specific underlying causes of your . . . staffing shortages?" Reading this inspired me to go to the application summaries of recent Baldrige Award recipients. As Baldrige is all about benchmarking, what can be shared about best practices in staffing? Do role-model organizations know if their workforce members are engaged enough to stay? And if not, why not? [Note: The examples are from recent Baldrige Award recipients in education, nonprofit, and business. Part I of this blog covers health care recipients.]
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