ExcelCare at Manalapan’s Post

Ready to tackle anything that comes your way? 💪 Check out AMEA Healthcare for rewarding career opportunities that'll keep you on your toes! What's the most memorable moment you've had in your nursing career so far? And what keeps you motivated every day? Let's share stories! 💬 #AMEA #AMEAHealthCare #StaffingAgency #HealthcareStaffing

LPNs are in high demand in the Eatonton area! If you are a qualified LPN and are interested in joining our team, please send us a message or connect with us to learn more. #Recruitmentagency #recruitment #careers #humanresources #humancapital #hiring2023 #RecruitmentFirm #careeropportunity #career #recruitmentfirm #homehealth #healthcare #homehealthnurse #hiringnow #homehealthcare #Healthcare #hiring #careergoals #careerfair

March is National Careers in Aging Month! 🎉 🎉 🎉 Did you know in April 2023, there were 1,397,300 nursing home employees in the United States. Nursing homes and the long-term care sector have seen a significant drop in employment since the pandemic. According to Ziegler Data, between 2023 and 2033, there will be an increase in individuals 75 and older by 11.7 million. With the lower employment numbers and higher patient demand, the need for long-term care workers is higher than ever. Working in the long-term sector is a very rewarding career where you can impact and change lives. Eventus WholeHealth offers a variety of careers in long-term care and aging. As we round out the month, we will be highlighting some of the careers offered at Eventus! Follow along this week to learn more about careers in aging and consider joining us as we seek to make the ‘Eventus Difference’. #CareersInAging #Careers #Eventus #longtermcare #assistedliving #skillednursing #AHCA #NCAL #ZieglerData

🌟 Exploring the Benefits of Being an LPN 🌟 Hello LinkedIn community! 👋 Let's discuss the often overlooked perks of being an LPN in the healthcare field: 🌈 Diverse Opportunities: LPNs enjoy a range of career options, from hospitals to clinics, offering a versatile and dynamic work environment. 🚀 Career Acceleration: Many LPNs find their roles as stepping stones to higher positions, fostering continuous professional growth. 🤝 Patient Connection: LPNs build meaningful connections with patients, providing compassionate care and making a tangible impact on their lives. 💡 Versatility: LPNs are adaptable professionals, handling tasks from administering medications to monitoring vital signs, contributing to comprehensive patient care. 🌐 In-Demand Globally: LPNs are sought after not only locally but also globally, providing opportunities to work in diverse settings. 👩⚕️ Team Spirit: Collaboration is key. LPNs work seamlessly with other healthcare professionals, fostering a supportive team environment. 🌱 Continuous Learning: In the ever-evolving healthcare landscape, LPNs are encouraged to pursue ongoing education, staying current and advancing their skills. 🏆 Job Satisfaction: The meaningful impact on patients' lives brings immense job satisfaction, making the LPN role truly rewarding. 💙 #LPNLife #HealthcareProfessionals #NursingCareer #CareerGrowth

I was reading today that AdventHealth in Florida had dropped its nurse turnover rate from 31% to 19%. This should be applauded 👏 ; this is good leadership acting on the fact that a focus on staff well being is a win for all, staff, patients, and Admin. Although many leaders in healthcare still miss this fact, it's also a big win for the organization on the bottom line. AdventHealth made both big systems changes and big investments in staff to achieve these amazing results. Bravo AdventHealth! But what about hospitals that don't have the resources of an AdventHealth? This question took me back to 2005 and the first hospital I ever worked with, Gila Regional Medical Center (GRMC). We were looking at systems-based improvement to resolve some major problems that had been ongoing at the hospital for a number of years. One of the issues was nurse turnover, then running at 27%. GRMC was disadvantaged in being a small, rural hospital that couldn't complete with larger hospitals that could offer higher salaries, more perks and even signing bonuses. Knowing 94% of outcomes are systems-based, what systems either kept nurses on the job or drove them away? We looked at the care delivery systems in which nurses worked and found them to be highly stressed and, in many cases, dysfunctional. This, of course, stressed out the nurses every day, causing many to look for other jobs. In addition, we looked at the recruiting and retention systems and found much to wanting there, too. Staff were trained to fix the care delivery systems and, with a little support, did so. Moral soared! The CNO and a small team worked on improving the recruiting and retention systems. Note: GRMC did not have the resources to throw at problems, so much of this work was done with minimal financial support--some, but not a lot. Over a three-year period, nurse turnover dropped from 27% to 5%. I believe this should give all hospitals, including small or rural ones, a bit of a roadmap for addressing nurse turnover woes. 💙 #ALovingOrganization #3DHealthcare #LovingSystems #LoveOperationalized

I was reading today that AdventHealth in Florida had dropped its nurse turnover rate from 31% to 19%. This should be applauded 👏 ; this is good leadership acting on the fact that a focus on staff well being is a win for all, staff, patients, and Admin. Although many leaders in healthcare still miss this fact, it's also a big win for the organization on the bottom line. AdventHealth made both big systems changes and big investments in staff to achieve these amazing results. Bravo AdventHealth! But what about hospitals that don't have the resources of an AdventHealth? This question took me back to 2005 and the first hospital I ever worked with, Gila Regional Medical Center (GRMC). We were looking at systems-based improvement to resolve some major problems that had been ongoing at the hospital for a number of years. One of the issues was nurse turnover, then running at 27%. GRMC was disadvantaged in being a small, rural hospital that couldn't complete with larger hospitals that could offer higher salaries, more perks and even signing bonuses. Knowing 94% of outcomes are systems-based, what systems either kept nurses on the job or drove them away? We looked at the care delivery systems in which nurses worked and found them to be highly stressed and, in many cases, dysfunctional. This, of course, stressed out the nurses every day, causing many to look for other jobs. In addition, we looked at the recruiting and retention systems and found much to wanting there, too. Staff were trained to fix the care delivery systems and, with a little support, did so. Moral soared! The CNO and a small team worked on improving the recruiting and retention systems. Note: GRMC did not have the resources to throw at problems, so much of this work was done with minimal financial support--some, but not a lot. Over a three-year period, nurse turnover dropped from 27% to 5%. I believe this should give all hospitals, including small or rural ones, a bit of a roadmap for addressing nurse turnover woes. 💙 #ALovingOrganization #3DHealthcare #LovingSystems #LoveOperationalized

Get a glimpse into a nurse’s ground-breaking career and see why her students look up to her as a strong, powerful nurse leader. Learn more: https://lnkd.in/ga_CUcE6 #Healthcare #MakinganImpact #ImprovingLives

Hiring managers in the healthcare industry know that it takes a village to build a successful team. As a Director of Nursing, you need trusted partners who can support you in achieving your goals. That's why it's essential to work with colleagues who share your commitment to excellence. When your fellow villagers can be depended on, you can tackle any challenge with confidence. #healthcarecareers #directorofnursing

Good morning to all my seniors, friends, and colleagues in the healthcare industry. Today, I want to emphasize the importance of PATIENT EXPERIENCE. Having worked in this industry for the past 24 years, I have seen firsthand how anxiety and worry can affect patients and their loved ones. As healthcare providers, we have a major role in being there for them, holding their hands, and assuring them of a speedy recovery. While clinical care is crucial, non-clinical caregivers also play a significant role in a patient's healing process. From the moment a patient enters our healthcare premises, we must create an environment that makes them feel mentally at ease. This includes factors such as ambience, facility, and people. Ambience refers to the color combination, greenery, smell, and pictures in the hospital. Facility includes parking, sitting arrangements, comfortable chairs, air conditioning, drinking water, and signage. People include security guards, transport boys, receptionists, lift men, housekeepers, F&B team, pharmacists, phlebotomists, gardeners, billing personnel, ward secretaries, and others. When patients feel connected with the hospital team and comfortable with the environment, clinicians and nursing teams can help them heal faster. Nowadays, patients choose a hospital not only for the doctors but also for the facilities available for a comfortable stay. If we all take care of the above factors along with clinical care, our patients will have a lovely experience and will not have any trauma from being hospitalized. Remember, health is a major thing in life, and we must do everything possible to make our patients feel better mentally and physically. #patientexperience #hospitality #hospitality

The first step when preparing for a bad flu season is understanding and anticipating potential patient demands. This means looking at areas more prone to seasonal illnesses and mapping out staffing needs accordingly. It also requires thinking ahead about more than seasonal RN jobs. You must give focus to any other resources that may be necessary, such as additional beds or medical equipment. Having this information close at hand helps ensure your organization can respond quickly if necessary. #seasonalhiring #seasonalnursingjobs #seasonalrnjobs