The ultimate guide to nursing retention strategies: how to reduce turnover and increase job satisfaction
Neville ? Gupta
CEO at NurseDeck & Strategic Healthcare Management at Compunnel: Empowering Healthcare with Workforce Solutions | Driving Growth in CA & Beyond | Networking with Leaders in Healthcare, Biotech, Pharma
With more people becoming conscious of their health and a myriad of medical issues to treat, the demand for nurses has been constantly growing. Medical facilities must not only look for ways to hire new nurses. They also need to come up with nurse retention strategies on how to reduce turnover and increase job satisfaction. This ultimate guide will breeze you through what you need to know.
The demand for nurses keeps growing
Nurses are among the healthcare professionals that directly interact with patients. Not only are they in charge of triage but they also implement treatment plans and monitor patient progress.
With this responsibility, the demand to employ nurses has been going strong through the years. In fact, the United States Bureau of Labor Statistics projects that the employment of nurses will grow six percent within a decade from 2021 to 2031.
Yet the number of nursing professionals in facilities, especially in hospitals, is dwindling. The great resignation has begun in the nursing industry. The past years have seen high nursing turnover and understaffing issues.
Causes of high nurse turnover
What has been causing nurses to leave their jobs for other opportunities or career shifts? Numerous factors contribute to high nurse turnover.?
While nurses have reasons of their own, there are common factors that lead to such decisions. The main reason? Job dissatisfaction. Many elements lead to job dissatisfaction which may influence nurses to quit their jobs.
Overwhelming workload
When hospitals go understaffed, the workload takes a toll on the remaining nurses in the team. Nurses have no choice but to do as much work and care for as many patients as they can within their shifts. Eventually, this may result in fatigue and burnout.
Lack of reward
The feeling of being unappreciated or not acknowledged enough can lead to job dissatisfaction. Aside from praise, material rewards also go a long way. Small pay for too much work and unfavorable days off are among the factors of nurse turnover.
No career growth
Without any career plan for the nurses on your team, resignation might occur. Most, if not all, nurses seek professional growth. If the employer has no plans for promotions or supporting further education, nurses might want to leave for greener pastures.
Do not just hire nurses, work on nurse retention strategies
Understaffing can lead to many detrimental effects on the medical institution. Healthcare facilities must not only direct their effort and energy towards hiring new nurses to fill in the gaps of their understaffing.
Instead, they should also allot money and resources for nurse retention strategies. Put plans on how to reduce turnover and increase job satisfaction. By keeping the nurses and other healthcare workers in your team happy, you can prevent them from leaving and in effect, reduce the chances of turnover.
Nurse retention strategies must address existing issues
So, how to reduce turnover and increase job satisfaction? Job dissatisfaction is among the primary reasons for nurse resignations so you must address the causes of such. Let’s tackle them briefly one by one.
Implement a good nurse-to-patient ratio
To prevent nurse fatigue due to too much workload, make sure that each nurse is assigned to a decent number of patients. No government rule or mandate dictates the nurse-to-patient ratio. Four to five patients per nurse should be enough.
If the number of patients starts to rise and nurses are having a hard time handling all of them, consider tapping travel nurses . Part-timers will help augment manpower while the hiring process continues.
Offer good benefits and incentives
Addressing the lack of reward is simply giving nurses attractive and substantial benefits and incentives. Salaries should be within or above the average range in your area.
Aside from government-mandated benefits, the management of medical facilities can reward nurses by providing additional paid days off for vacations, birthdays, and other special occasions.
Rewards can also come in the form of incentives such as allowing nurses to choose their preferred shifts. Allot budget for and organize regular group dinners or get-togethers outside of work.?
Give awards to nurses who show exemplary clinical performance and leadership. While you’re at it, throw in prizes such as gift certificates and gym membership deals. These small things will mean a lot to them.
Create a professional growth plan
Some nurses bid goodbye because they don’t see themselves growing in their work anymore. Be a medical institution that fosters personal and professional growth. Come up with a ladder where nurses can grow and develop.
Support further education by organizing training and seminars. Send representatives to conferences and confabs to stay updated on nursing trends. Support specialty certifications and post-graduate studies. Promote nurses who deserve a career boost.
Nurse retention strategies should focus on job satisfaction
Job dissatisfaction is a common reason for high nurse turnover. The best nurse retention strategies focus on how to reduce turnover and increase job satisfaction. Counter the factors that make nurses unhappy at work such as overwhelming workload, lack of reward, and no professional growth. By doing so, you can build a work environment where nurses are happy, satisfied, and productive.
NurseDeck ??? ?? ??
We are a 25,000-member healthcare personnel executive and AI technology-enabled platform that understands what nurses need.
We offer flexible staffing and hiring options that allow healthcare facilities to match the right nurse with the right opportunity at the right time while cutting out unnecessary healthcare labor/staffing/recruitment costs while also offering medical counseling, career change and community support.