2.50
Hdl Handle:
http://hdl.handle.net/10755/623680
Category:
Full-text
Format:
Text-based Document
Type:
Poster
Level of Evidence:
N/A
Research Approach:
N/A
Title:
Nurse Retention Strategy - Utilization of Stay Interviews
Author(s):
Leahey, Laura; Samuel, Laura
Lead Author STTI Affiliation:
Non-member
Author Details:
Laura Leahey, MSN, RN; Laura Samuel, MSN, RN
Abstract:

Poster presentation

Session J presented Saturday, September 16, 2017

Purpose: The purpose of this project is to identify the most prevalent reasons that nurses choose to leave their place of employment and to explore strategies to retain them. This author examined the nurse staff retention, vacancy, and turnover rates of a nursing department at a community hospital in southern Wisconsin. The financial impact that this problem has on the hospital's budget is discussed. An evidence-based protocol to improve retention of nurses was identified, and strategies to reduce nurse turnover were developed.

Design: Staff development project.

Setting: A 300-bed community hospital in southern Wisconsin.

Participants/Subjects: Nurse leaders.

Methods: Literature review and nurse interviews.

Results/Outcomes:
Increase communication between nurse leaders and nursing staff, provide nurse staff recognition, implement a Mentorship Program, conduct Stay Interviews, and offer flexible scheduling options, empower nurses. These recommendations are currently under reiew and have not been implemented at this time.

Implications: There are many reasons why nurses leave their jobs, but what makes this a compelling issue is that many of these issues are preventable. Relationships, staffing, and personal issues were listed as some of the top issues that cause nurses to leave. Nursing engagement is closely linked to nurse retention. When nurses feel valued and invested, they are less likely to pursue employment elsewhere. Promoting autonomy, recognition, and communication are three key ways to keep nurses invested in their roles. Recommendations to improve the nursing environment include improvement in formal and informal channels of communication. Implementation of this author’s recommendations will improve nurse engagement, decrease new graduate nurse turnover rates, and increase nurse retention.

Keywords:
Nurse Retention; Staff Satisfaction; Emergency Department
Repository Posting Date:
5-Dec-2017
Date of Publication:
5-Dec-2017
Conference Date:
2017
Conference Name:
Emergency Nursing 2017
Conference Host:
Emergency Nurses Association
Conference Location:
St. Louis, Missouri, USA
Description:
ENA 2017: Education, Networking, Advocacy. Held at America's Center Convention Center, St. Louis, Missouri

Full metadata record

DC FieldValue Language
dc.language.isoen_USen
dc.type.categoryFull-texten
dc.formatText-based Documenten
dc.typePosteren
dc.evidence.levelN/Aen
dc.research.approachN/Aen
dc.titleNurse Retention Strategy - Utilization of Stay Interviewsen_US
dc.contributor.authorLeahey, Lauraen
dc.contributor.authorSamuel, Lauraen
dc.contributor.departmentNon-memberen
dc.author.detailsLaura Leahey, MSN, RN; Laura Samuel, MSN, RNen
dc.identifier.urihttp://hdl.handle.net/10755/623680-
dc.description.abstract<p>Poster presentation</p> <p>Session J presented Saturday, September 16, 2017</p> <p>Purpose: The purpose of this project is to identify the most prevalent reasons that nurses choose to leave their place of employment and to explore strategies to retain them. This author examined the nurse staff retention, vacancy, and turnover rates of a nursing department at a community hospital in southern Wisconsin. The financial impact that this problem has on the hospital's budget is discussed. An evidence-based protocol to improve retention of nurses was identified, and strategies to reduce nurse turnover were developed.</p> <p>Design: Staff development project.</p> <p>Setting: A 300-bed community hospital in southern Wisconsin.</p> <p>Participants/Subjects: Nurse leaders.</p> <p>Methods: Literature review and nurse interviews.</p> <p>Results/Outcomes: <br />Increase communication between nurse leaders and nursing staff, provide nurse staff recognition, implement a Mentorship Program, conduct Stay Interviews, and offer flexible scheduling options, empower nurses. These recommendations are currently under reiew and have not been implemented at this time.</p> <p>Implications: There are many reasons why nurses leave their jobs, but what makes this a compelling issue is that many of these issues are preventable. Relationships, staffing, and personal issues were listed as some of the top issues that cause nurses to leave. Nursing engagement is closely linked to nurse retention. When nurses feel valued and invested, they are less likely to pursue employment elsewhere. Promoting autonomy, recognition, and communication are three key ways to keep nurses invested in their roles. Recommendations to improve the nursing environment include improvement in formal and informal channels of communication. Implementation of this author&rsquo;s recommendations will improve nurse engagement, decrease new graduate nurse turnover rates, and increase nurse retention.</p>en
dc.subjectNurse Retentionen
dc.subjectStaff Satisfactionen
dc.subjectEmergency Departmenten
dc.date.available2017-12-05T21:28:34Z-
dc.date.issued2017-12-05-
dc.date.accessioned2017-12-05T21:28:34Z-
dc.conference.date2017en
dc.conference.nameEmergency Nursing 2017en
dc.conference.hostEmergency Nurses Associationen
dc.conference.locationSt. Louis, Missouri, USAen
dc.descriptionENA 2017: Education, Networking, Advocacy. Held at America's Center Convention Center, St. Louis, Missourien
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