Low satisfaction scores related to professional development offerings specifically tailored for the night shift nursing professional were reported. Yearly nursing opinion surveys were completed at a 650-bed Level 1 Trauma Center in Central Illinois. As we realised the need to improve our nursing engagement on nightshifts, resources and leadership availability were offered for this specific staff population. The same goes for resources, as professional development and other departments are not usually represented during night hours. When nurses had issues that needed leadership input, they would have to wait until daylight hours for them to be addressed. Managers, supervisors and educators usually work normal dayshift hours, Monday through Friday. One of the challenges with nights is the lack of available resources and leadership during these twilight hours. According to Becker (2013), turnover rates for nightshift nurses are three times higher than for nurses who work dayshift hours. Historically, nurses on the night shift find it challenging to learn during hours when they usually sleep, and Powell (2013) discovered that educational opportunities impact job satisfaction. In order to provide high quality nursing care at the bedside, continuing education is essential for every healthcare professional, regardless of the shift they work, according to a study (2019) in the American Journal of Critical Care (AJCC). More research, most notably in specific night-shift metrics, is necessary, and with the implementation of the role in additional facilities, more can be understood about improving patient care and nursing staff satisfaction during night shift.Providing different modalities and strategies helps engage the night shift and can enhance job satisfaction, workforce commitment, and recruitment and retention of nurses.Ĭ aring for critical care patients during the nightshift hours has many unique challenges. The night-shift CNS position has improved morale and equalized support for night-shift nurses. Providing education during night shift reduced overtime costs and increased morale, positively affecting turnover rates. Through regular rounding and on-call notification, the CNS was available to every area of the hospital for consultation and clinical assistance and assisted with rapid responses, codes, and traumas. The night-shift CNS participated in nursing education and skill certifications, communicated new procedures and information, and created a communication committee specifically for night-shift nurses. The goal was to provide an advanced practice presence to improve patient outcomes, communication, education, and cost-effectiveness. In an attempt to bridge the gap between day- and night-shift nursing, a night-shift clinical nurse specialist (CNS) position was created in a midsized, community teaching hospital. Night-shift nurses receive fewer educational opportunities and less administrative support than do day-shift staff, tend to be newer, with less experience and fewer resources, and experience greater turnover rates, stress, and procedural errors.
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