ShiftMed Knowledge Center

Today’s nursing workforce spans four generations, each with unique priorities—flexibility, stability, and purpose. From Baby Boomers easing into retirement to Gen Z seeking autonomy, a one-size-fits-all model no longer works.

Since 1989, researchers have asked a key question: Does the influx of new medical residents each July compromise patient safety? Dubbed the “July Effect,” this phenomenon has produced mixed results—some studies cite spikes in errors, others see no significant impact—leaving hospital leaders unsure whether it’s a real risk or lingering myth.

If you're a CNO, you’ve likely felt the growing pressure, the impossible staffing ratios, and the strain on care teams. A recent Wolters Kluwer survey of 157 nurse leaders confirms what many already know—traditional nursing care models are buckling under the weight of chronic staffing shortages and rising patient acuity. The old way of delivering care doesn't meet today’s demands. So, what’s next?

With the demand for healthcare services at an all-time high, many hospitals are facing a critical shortage of nurses. While nursing education bottlenecks continue to limit the influx of new graduates, hospitals have a unique opportunity to address the issue by focusing on the nurses already on their teams.

Hospitals struggling with margins and contract labor costs may find a turning point ahead. Fitch Ratings reports that providers reducing contract labor and boosting productivity saw margins begin to rebound in late 2023—a trend continuing into 2024. With labor and inflation pressures easing and volumes growing, margins are expected to improve into 2025.

Hospitals have long struggled to build and manage internal nurse float pools, often relying on manual processes and outdated tools. These practices hinder effective scheduling coordination, credential tracking, and real-time responses to staffing changes, resulting in costly, inefficient, and hard-to-scale float pool management. Sound familiar?