When you think about virtual nursing as a hybrid care model, you realize that there are two sides to this care model. One side represents the direct care nurses, who provide hands-on patient care. The other side is the virtual nurses, who support the direct care nurses and work remotely or virtually.

While both sides of hybrid care models require competent and safe nurses, the role of a virtual nurse demands several specific competencies. A nurse practicing in a virtual capacity has a unique perspective, both literally and figuratively, in viewing and providing patient care.

Therefore, it’s prudent for a virtual nurse to have at least two to three years of patient care experience before transitioning to a virtual role. During these two to three years of patient care experience, nurses will develop robust assessment, critical thinking, communication, and problem-solving skills, which will be crucial after they transition.

Virtual nursing differs in several ways from direct patient care and other hybrid care models. One of the most significant differences is the virtual nurses’ greater reliance on technology, whether a laptop, tablet, or other device. This means that virtual nurses require technological literacy and more refined observation and communication skills. This is a crucial competency that must be considered in potential virtual nurses.

A consideration for most hybrid care models, particularly virtual nursing, is the broader array of required competencies. Conveying information to a patient through a technological platform differs from conveying patient information via direct contact. Some subtleties include gestures, eye contact, speech cadence and volume, articulation, and ensuring enough time for patients to process data and ask questions. Virtual nurse competencies should be performed annually, similar to direct care nurse competencies.

While some organizations may choose to simply rotate nurses through a virtual nursing program, virtual nursing has continued evolving into a specialty recognized by AMSN. Due to the unique aspects of hybrid care models and virtual nursing in general, nursing practice in a virtual capacity, not all nurses are ideally suited to virtual nursing. Each organization should determine the problem it is trying to solve and set goals for its virtual nursing program that define how to best meet those goals through staffing and training.

As we navigate the evolving landscape of virtual nursing, we must be prepared to learn and pivot quickly. We are currently in a cycle of innovation, working across the country to gather evidence and data that begins to highlight best practices. We see common themes and patterns emerging that have helped us to better understand these “best practices.”

Because virtual nursing is likely to become standard in inpatient care within the next five years, it’s not just important but crucial that we adapt and learn how to clearly define job roles, scope and functions, competencies, and standards of practice. This is a necessity for the future of healthcare, and the urgency of this task cannot be overstated. We must ensure that we are ready to adapt to this hybrid care model.

It is a highly dynamic time in nursing right now, and while many hospitals and health systems are pioneers, we have much to learn from those who are trailblazing. We can lead the rest of the country in this direction to help mitigate our workforce challenges, improve outcomes, and bring joy back to nursing practice.