Advocate Health recently reimagined the role of nurse managers, said Jane Dus, DNP, RN, senior vice president and chief nursing officer of the system’s Midwest region. Nurse managers are often ...

Nurse executives must be strategic about creating professional growth opportunities in order to develop, support, and retain nurse managers. Editor’s Note: This is an excerpt from Nurse Manager's ...

Nurse managers are the 'CEOs' of their patient care area, and it's the CNO's job to support them, according to this nurse leader. It's a new year, and people all around the world are setting new goals ...

The nurse manager role may need to be redesigned to appeal to nurses from Generation X (born between 1965 and 1980) and millennials (born between 1981 and 2000), according to a viewpoint article in ...

The “Great Flattening”—or the elimination of middle management roles as a cost-cutting measure—is on the rise across industries, and thousands of mid-career professionals have either been laid off or ...

Administrative work, perceived stress and the idea of bearing too much responsibility are deterring frontline nurses — especially those at mid-career — from management and leadership roles, according ...

Greater investment and support for nurse managers could help healthcare provider organizations stem turnover within their nursing teams and, collectively, save hundreds of millions of dollars, ...

The top three workplace challenges facing nurse leaders are staff recruitment and retention, burnout and labor shortages, finds a new study from AMN Healthcare, a talent acquisition company. Only 34% ...

When reviewing job growth and salary information, it’s important to remember that actual numbers can vary due to many different factors—like years of experience in the role, industry of employment, ...

In Maryland, a "nurse case manager" is a nurse who is certified by the State Board of Nursing to provide case management services, including but not limited to interviewing the worker for the purpose ...

Nurse leaders cited staff recruitment and retention (43%), labor shortages (32%), staff burnout (32%), financial constraints (25%), low staff compensation (22%), labor costs (22%), leadership turnover ...