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Dropouts in nursing training are increasing – expert reveals how companies are now…

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Dropouts in nursing training are increasing – expert reveals how companies are now…

17.01.2024 – 08:00

FM Consulting GmbH

Hannover (ots)

With an alarming increase in training dropouts in the nursing industry, companies are faced with an urgent challenge: the profession must finally become attractive again for the younger generation. But why is there an above-average number of dropouts in nursing?

“Nursing training is demanding and requires comprehensive support for the trainees – but this is missing in many nursing companies,” says Max Grinda. “Early warning signals are usually not recognized, even though they are often more than clear.” Max Grinda is the managing director of FM Recruiting. His team has already supported over 250 care facilities in recruiting employees. Below, the expert reveals what nursing companies can do to combat training dropouts.

Background: That’s why so many trainees in care facilities drop out

In order to understand where the problem lies with training in nursing professions, it is worth taking a closer look at dropouts. It turns out that the majority turn their back on nursing in the second year of training.

Different needs of those involved are responsible for this. Basically, the first year of training is about gaining initial experience in an orientation area chosen by the trainee. The trainees are assigned people in their first care company who they can always turn to if they have any questions. However, the situation looks different in the second year of training. Compulsory deployments now take place in different facilities and thus also in new orientation areas, be it outpatient or inpatient care or pediatric care.

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The nursing staff in these nursing companies expect apprentices to already have certain basic knowledge, which they can ideally implement independently. Due to the lack of staff, they also rely on active support; there is usually no time for long explanations. The trainees, on the other hand, do not automatically have in-depth knowledge in all areas. They therefore need support from experienced nursing staff – which is often denied to them. In addition, they have to prepare for their midterm exam parallel to their work. This stress on several levels leads to frustration on both sides and increasing demands on the trainees until they finally give up and abandon the training.

Measures: This is what nursing schools have to do to counteract training dropouts

In order to reduce the number of people dropping out of training, nursing schools are particularly in demand. They are the link between the trainees and the training companies. First and foremost, you should pay more attention to your students for signs of being overwhelmed or other negative feelings towards the nursing industry.

These usually appear over a longer period of time, as it often takes several months before the abortion actually occurs. As soon as a trainee becomes suspicious in this regard, it is the task of the nursing school to treat him with understanding and to work together to develop options for support. At this point in time, difficulties with the pressures in the industry are often viewed as weakness and lack of suitability for care – an attitude that the industry cannot actually afford.

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Perspective: This is how training in the nursing industry should change in the long term

Trainees are extremely important for the nursing industry in the fight against the shortage of skilled workers; Therefore, the training companies and the nursing schools should work together on new guidelines for the apprenticeship period that focus more on the interests of the trainees. In this context, the establishment of training associations is worth considering. Neutral external consultants can help to take an unbiased perspective from the apprentices.

Regardless of this, an immediate measure that can be implemented quickly is to provide a permanent contact person for the trainees in every care company. He should take on the role of a mentor and be able to be consulted on any questions without the trainee having to worry about being rejected. This increases the appreciation for the training.

About Max Grinda:

Max Grinda and Felix Hahnewald are the managing directors of FM Recruiting. FM Recruiting has made recruiting employees in nursing easy again. Trust throughout Germany among inpatient nursing homes, nursing services and facilities for disabled people and integration assistance, over 250 partner companies and more than 18,000 applications generated have shown: FM Recruiting is the partner for the nursing industry. Further information at:

Press contact:

Max Grinda and Felix Hahnewald
FM Consulting GmbH
E-Mail: [email protected]

Press contact:
Ruben Schäfer
[email protected]

Original content from: FM Consulting GmbH, transmitted by news aktuell

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