| Problem Statement | Best practices |
| Shortage of personnel | Messenger groups for shift filling |
| Offering telework where possible | |
| 4 day work week | |
| Performance evaluation rather than based on number of hours of work | |
| Skills management to increase the possible replacement options | |
| Weekend work only 1 out of 3 weekends | |
| Offering 12 hour shifts | |
| Mandatory overtime | Splitting a shift in half (two nurses work 4 hours each) |
| Advance notification | |
| Communication with qualified nurses | |
| Updating call lists | |
| Proactive shift filling | |
| Lack of recognition and support | Career management support |
| Hours bank | |
| Clear and respectful communication | |
| Skills management | |
| Support in studies | |
| Conflicts related to schedules | Communication via platforms like Messenger |
| Avoiding schedule changes without consulting professionals | |
| Self-management of schedules with rotation of less popular shifts | |
| Poor communication | Use of email |
| Use of social media group features | |
| Individual communication via text messages | |
| Use of existing platforms in some facilities | |
| Heavy workload during study leaves | Prioritization |
| Communication | |
| Planning timeline |