"I think for the manager to be successful, even before you do the education, you have to have realistic foundations for these folks."
Leadership Skill Development
Another benefit of the ratio is that it gives both directors and managers time for education to develop their leadership skills.
"That was really the foundational piece," she says, "making sure that we built in the opportunity for that director to go to different things and to attend sessions and help mentor and grow that nursing group that's coming up in the ranks."
This also helps to address another age-old issue in nursing management—promoting a strong clinician-to-management position without prior training.
"This way they're learning budgets, they're learning HR issues, they're learning how to mentor others," she says of the manager/director structure. "They're learning as they go and they have 25 employees that they're helping along."
Providing this type of support benefits not just the nurse manager but staff nurses, patients, and the organization.
"It's our job as leadership to make sure we've got the right resources so that they are successful and they are going to enjoy their role," Hoying says. "Because when that role turns over, that affects everybody on the unit."
Jennifer Thew, RN, is the senior nursing editor at HealthLeaders.