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Balancing Work, Life and Education

Flexible schedules can be an attractive benefit to possible employees, but not employers see it as adventurous. The National Health Service found that an increasing number of nurses are choosing to work flexible hours (Nursing Times). The Robert Wood Johnson Foundation recommends flex scheduling, especially to maintain experienced nurses in the workforce as a vital resource for other nurses (Bleich & et al; 2006). A Nurse Zone article points to how ANCC Magnet status hospitals have put in place several strategies to support and retain experienced nurses, one of which includes flexible scheduling (Larson; 2009).  The issues that arise at workplaces that do not provide flexible scheduling to nurses are several. One of the issues is staff nurse conflict of schedule between work and continuing education. With the increasing focus by many major nursing organizations in increasing the education level of registered nurses there are many more nurses who work and study at the same time. The lack of flexibility can burn out a nurse in either of the two endeavors, with employees leaving a workplace uneconomical. In an effort to combat nurse turnover some institutions have started paying for nurses’ continue education growth (for either Bachelors or Masters). However these efforts fall short when an institution provides such a benefit only by contracting the nurse for 2 or more years for every year of financial assistance. These contracts are more of a benefit for the employer than what they can provide for the staff nurse and they do not decrease turnover or dissatisfaction. Another issue that comes up at facilities that do not provide flexible scheduling is the loss of experienced nurses. The lack of flexible schedules may also leave certain work hours understaffed, which may require employers to force employees to work such hours and leaving those who may have filled them if a flexible schedule was available without a desired work time. This may also drive some nurses away from facilities or cause some employees to have little to no loyalty for the employer. Allowing individuals to schedule their work hours to fit their life’s needs isn’t just beneficial for themselves; it likewise may benefit an employer.

Bleich, M.; Connolly, C.; Davis, K; Hewlett, P.; & Hill, K. (2006). Wisdom at work: The importance of the older and experienced nurse in the workplace. Robert Wood Johnson Foundation. Retrieved from http://www.rwjf.org/en/research-publications/find-rwjf-research/2006/06/wisdom-at-work-.html

Larson, J. (2009). Flexible scheduling boosts nurse morale, retention. Nurses zone: For work for life. Retrieved from http://www.nursezone.com/Nursing-News-Events/more-features/Flexible-Scheduling-Boosts-Nurse-Morale-Retention_29548.aspx


NHS Professionals (2012). Why flexible working is an active career choice within the NHS. Nursing times. Retrieved from http://www.nursingtimes.net/why-flexible-working-is-an-active-career-choice-within-the-nhs/5001764.article

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