Nobl Insights

Choosing Opportunity- Nobl Hires Chief Nursing Officer

Recently, a mentor and colleague summarized my 35-year nursing career into a single theme, ”choosing opportunity.” When diagnosed with what could have been a career-ending latex allergy, I chose opportunity and entered a new field as a Magnet Program® consultant and educator.

While traveling for Magnet, I met a young technology entrepreneur who soon invited me to join his Florida based start-up to assist in shaping the use of smartphones within healthcare facilities. Working virtually from my home in Nebraska, I shaped clinical services and educated the team about the structures, processes, and outcomes important within acute care. As the company grew from 23 employees to over 125, it became apparent that they needed an onsite nursing leader. I recruited my replacement, and walked away from the fun and exciting technology environment, wondering when and if I might use the skills I had acquired. But opportunity knocked again in December 2016.

A friend (it really is about relationships and who you know) reached out to introduce me to Raymond Page, Nobl CEO and Katie Hottovy, Nobl CMO and the Nobl team in Lincoln, Nebraska. As I heard their vision and watched the product demo, my excitement grew and I mentally aligned my skills and professional goals with theirs. By the end of our lunch I was ready to pay them to be a part of their work! Fortunately, they read my mind, and offered me the chance to join as their Chief Nursing Officer.

Knowing that purposeful hourly and leader rounding contributes to engagement and clinical excellence, I am anxious to contribute. Nobl has created an intuitive, data-driven tool to support nurses and leaders to round effectively on their patients, as well as a solution for leaders to round on employees.

The bonus is that Nobl sits in the shadow of Memorial Stadium in the heart of Husker Nation. This time as the company grows, I won’t have to miss the fun and can remain close to my family.

This blog was written by Dr. Teresa Anderson, EdD, MSN, RN, NE-BC.

To read the full press release, click here.

Increasing Retention Amongst Millennial Nurses with Employee Rounding

As a new generation of nurses join the healthcare industry, we see that over a quarter (28.9%) of new nurses will leave their position within a year. According to the National Healthcare Retention and RN Staffing Report, 17.2% is the national average nurse turnover rate. Millennial nurses have not been finding immediate satisfaction in their new careers, and as a result, are costing your hospital thousands of dollars.

Millennial nurses need to feel like they are making an impact or a difference in their organization. Offering new engagement opportunities like joining committees, transferring to a new unit or leadership roles can improve satisfaction and retention of newly hired nurses. When millennial nurses feel like they are supported, they will experience growth and connection within the organization. Millennial nurses are eager to learn and desire to advance.

Employee rounding can help your nurse leaders build a strong relationship with their millennial nurses through meaningful and consistent interaction. Employee rounding tools like Alliance™ give nurse leaders valuable performance improvement and human resource data at your fingertips.

As a new wave of graduated nurses begin to appear in hospitals, technology becomes more useful and efficient. This generation of nurses have a high ability to use technology and have a life-long computer software experience. Preferring social communication, these nurses can easily adapt to new technology that has been rapidly expanding in hospitals. Employee rounding tools are an important way to connect with millennial nurses.

Learn how our clients are engaging their millennial nurses with Alliance™ for employee rounds.


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