What option can a CNO pursue to reduce employee overtime while managing open positions and time-off requests?

Encouraging teamwork for unit coverage and time-off accommodation is an effective strategy because it fosters a collaborative work environment where employees can support each other. This approach allows staff to communicate their availability and assist one another in managing workloads, leading to a more flexible response to scheduling challenges. By working together, employees can share responsibilities during peak times, reducing the reliance on overtime and addressing open positions more effectively.

Furthermore, when staff members are involved in the scheduling process, they are likely to feel a greater sense of ownership and commitment to their roles, which can increase morale and job satisfaction. This collaborative method not only helps in covering shifts but also respects employees' needs for time off, ultimately creating a healthier work-life balance.

Other options, such as asking for a volunteer to coordinate scheduling, might not comprehensively address the issue of overtime and coverage, as it places the burden on one individual. Implementing a no time-off policy for a certain period could lead to burnout and dissatisfaction among staff, negatively impacting retention and morale. Similarly, requesting employees to work extra hours without pay is unethical and could lead to legal issues, damaging trust and engagement within the workforce.