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How to Keep Nurses and Prevent Them From Leaving

Medical nurse is sitting down on floor in frustration

There is a global scarcity of registered nurses. As the demand for care grows, more nurses must be hired and those who are already working must be kept. Unfortunately, while healthcare organizations need to hire more nurses to satisfy demand, they are also having difficulty retaining the nurses who are already on staff. According to a People Element article, RN turnover was 15.9 percent in 2019. RN turnover rates climbed by 8.4 percentage points in two years to 27.1 percent.

Defending against nursing stress and weariness
Experienced nurses are exceptionally qualified to assist rookie nurses in their transition, but how can they be employed and motivated in a way that promotes this change without overburdening them? Training new personnel, combined with large patient loads and the long-term effects of the COVID-19 epidemic, can intensify feelings of exhaustion and hasten burnout. 

Consider implementing any of the following suggestions if you run a unit or a hospital with numerous experienced nurses who are leaving their employment or are unsatisfied with their existing positions:

Establishing open lines of communication
Maintaining open lines of communication between nurses, supervisors, administrators, and other providers is critical to preventing workplace stress and conflict. Some nurses express frustration because they don't know whom to turn to with questions or concerns, which can lead to feelings of isolation. Creating clear channels for feedback and discussion can help alleviate negative feelings and increase team retention.

High achievers should be rewarded
Organizations focused on improving nurse retention frequently miss something as easy as recognizing high-performing nurses. Even a brief and casual celebration or mention during a huddle at the start of each shift can reinforce a nurse's importance, improving their likelihood of remaining in their post.

Moreover, nurses, as the backbone of the healthcare industry, need to have their worth recognized and compensated. Increasing incentives for relocation, loyalty, and consistency can assist nurses in maintaining a healthy work-life balance while potentially decreasing turnover rates. These incentives could include, among other things, vacation time, bonuses, promotions, and raises.

Address workload concerns
Administrators would almost certainly not hesitate to hire more nurses if they could and if their budgets permitted it. However, there are various ways an administrator can handle the image of a workforce shortage. In that instance, an administrator may be able to win funding for a technology upgrade, which will improve job satisfaction for existing nurses while also better preparing the healthcare organization to manage future staffing demands.

Consider a Scheduling Approach Based on Shared Governance.
Nurses who have control over their schedules are more likely to feel empowered and trusted in their jobs. While a new nurse is certainly aware that working weekends and holidays is a necessary part of the profession, having a say in which ones they work can make them feel less unhappy. Nurse management may use a shared governance approach to staffing as an out-of-the-box solution, allowing nurses to sign up for shifts rather than being allocated a predefined schedule.

Nursing is a highly sought-after career. With the highest predicted growth rate of any existing occupation and a substantial scarcity of qualified personnel. As nurse leaders, you should devise strategies for increasing nurse retention by engaging often with staff to learn about the specific difficulties they experience and the factors that motivate them. Tell them how much you value their time and that it cannot be replaced. Encourage experienced staff to make remarks and seize any new opportunities that arise.

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Photo Source: Free Stock photos by Vecteezy
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