How Staffing Flexibility Models for Hospitals Boost Nurse Engagement
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.
To keep their nursing workforce engaged and committed, hospitals must prioritize what matters most to them: a healthy work-life balance. Staffing flexibility models are among the most effective ways for hospitals to meet that need—giving nurses greater control over their schedules, easing burnout, enhancing job satisfaction, and driving long-term retention.
The American Nurses Foundation’s Annual Assessment Survey found that 58% of nurses—and 63% of those under 35—ranked work-life balance as the most important factor in job satisfaction.
3 Flexible Staffing Models for Hospitals
Flexible staffing isn’t a one-size-fits-all solution. It’s a strategic blend of options that enable hospitals to stay nimble in a constantly evolving healthcare landscape. From internal float pools that cover patient surges to per diem staff who fill in for absences, each approach serves a specific and essential purpose.
1. Float Pool Model
Float pools function as an internal rapid response team. These cross-trained professionals aren’t assigned to a single unit—they’re ready to step in wherever they’re needed most. Whether it’s a sudden surge in patient volume or unexpected callouts, nurse float pools give hospitals the flexibility to reallocate staff in real-time without relying heavily on external agencies. It’s a cost-effective, adaptable solution for maintaining coverage and continuity of care.
2. Per Diem Model
Per diem nurses offer hospitals clinical support as needed without the need for long-term commitments. These professionals act as a reliable backup—stepping in to fill shifts during employee absences or sudden increases in patient volume. Paid by the day and ready to work when needed, per diem nursing staff help maintain high standards of care while easing the burden on full-time teams and controlling labor costs.
3. Hybrid Model
By combining internal float pool nurses with external per diem nurses, hospitals can create a more resilient, responsive, and cost-effective workforce. Float pools provide continuity and flexibility, allowing hospitals to quickly address staffing shortages, while per diem nurses offer on-demand support during peak times or unforeseen absences.
Best Practices for a Float Pool Model
Incorporating float pool nurses into your hospital’s staffing strategy offers built-in flexibility, enhances internal coverage, and reduces reliance on costly external staff. Because float nurses are part of your system, they’re already familiar with your standards and culture—but maximizing their value requires thoughtful planning and coordination.
Establish a centralized float pool structure with clear deployment guidelines.
Cross-train float nurses across multiple units to ensure flexibility and readiness.
Use workforce technology to streamline scheduling and track float staff availability.
Identify high-need units and peak periods to allocate float resources proactively.
Invest in ongoing training to maintain clinical competency across departments.
Foster a sense of belonging by including float staff in team meetings and communications.
Offer incentives or recognition programs to boost engagement and retention.
Ensure leadership support to resolve unit-level challenges and promote collaboration.
Monitor float pool performance and adjust staffing strategies based on real-time data.
Best Practices for a Per Diem Model
Integrating per diem nurses into your hospital can significantly cut costs—especially when compared to travel nurses, who can cost up to $300 more per shift. To be effective, however, this flexible staffing approach demands a clear strategy, the right technology, and seamless coordination with your core team.
Develop a strategic plan with clear goals, processes, and resources.
Use workforce management platforms to simplify scheduling and shift coordination.
Build and maintain a qualified per diem nurse pool for quick access.
Leverage predictive analytics to proactively schedule staff.
Provide onboarding and training to uphold care standards.
Cultivate a supportive environment that values per diem nurses.
Partner with a staffing provider that ensures credentialed, compliant nurses.
Encourage communication between per diem and permanent staff.
Prepare contingency plans to maintain care during staffing emergencies.
Best Practices for a Hybrid Model
Hospitals that combine internal float pool nurses with external per diem nurses gain the best of both worlds—cost-effective coverage and on-demand flexibility. This hybrid approach strengthens workforce agility, ensures continuity of care, and reduces burnout across full-time teams. To make it work, you need strategic coordination, integrated technology, and clear communication.
Define when and how to deploy float pool vs. per diem nurses to avoid overlap or gaps.
Use workforce platforms that centralize scheduling and track availability across both groups.
Maintain a balanced pipeline of cross-trained float staff and credentialed per diem nurses.
Leverage data and predictive analytics to match staffing resources to fluctuating demand.
Standardize onboarding and training to ensure consistent care quality.
Create a collaborative culture that welcomes per diem and float nurses as valued team members.
Promote transparency and coordination between staffing coordinators, unit leaders, and clinical teams.
Monitor staffing trends to continually refine your hybrid model for performance and cost-effectiveness.
Establish contingency plans that incorporate float and per diem staff to safeguard care during crises.
Real-World Staffing Flexibility Models for Hospitals
Many hospitals employ multi-faceted strategies to stabilize their workforce and reduce labor costs, with flexible staffing models playing a crucial role.
UNC Health
UNC Health, based in Chapel Hill, North Carolina, struggled with low float pool participation across its outpatient clinics—resulting in staffing shortages, added strain on full-time employees, and risks to care quality. That changed with the adoption of ShiftMed Flex, which gives float nurses 24/7 access to available shifts across the UNC system, empowering them with greater flexibility and control over their schedule, ultimately increasing engagement and improving coverage.
“With ShiftMed Flex, matching nurse availability with shifts is seamless. The platform has encouraged out internal float pool to take on more shifts, enhancing care coverage across clinics,” said Leighanne Watson, outpatient clinical manager at UNC Health.
SSM Health
SSM Health, headquartered in St. Louis, Missouri, previously faced challenges maintaining optimal staffing and care quality during peak demand. Today, the multi-state health system achieves high fill rates by leveraging ShiftMed’s per diem clinicians as an extension of its regional float pools. By tapping into a local network of credentialed RNs, LPNs, CNAs, and RTs, SSM Health fills scheduling gaps across critical care, med-surg, behavioral health, and emergency departments as needed.
Conclusion
Staffing flexibility models for hospitals offer a practical, strategic path forward when navigating unprecedented workforce challenges. By prioritizing work-life balance and empowering nurses with more control over their schedules, hospitals can enhance job satisfaction, reduce burnout, and improve retention.
Whether implementing an internal float pool, a per diem strategy, or a hybrid approach, success hinges on thoughtful execution, workforce technology, and a culture of collaboration. Now more than ever, flexible nurse staffing isn’t just a nice-to-have, it’s a critical component of a sustainable healthcare workforce strategy.
ShiftMed helps hospitals like yours implement cost-effective, high-quality staffing solutions through internal float pools and credentialed per diem professionals. Book a free workforce consultation today to learn more.