Frontline Caregivers: Turnover And Retention Analysis

1988 Words8 Pages
Frontline Caregivers: An Analysis of Turnover and Retention

Frontline Caregivers: An Analysis of Turnover and Retention

Introduction The turnover of employees in an organization is an inevitable event. However, the rate at which it occurs is a very critical trend that management should monitor closely. In the case of healthcare providers, the stability of their frontline caregivers contributes tremendously to the success or failure of the organization. For some time now, the rate of attrition has been high amongst nurses and certified nurses’ assistants. The high cost of replacing qualified nurses and certified nursing assistants should be a wakeup call for healthcare organizations to implement effective retention strategies. The inability
…show more content…
The focus has always been on nurses and their assistants, since they make up such a large part of the healthcare team. According to recent data the turnover rate for nurses in acute care facilities is on the rise again. Colosi, B., (2013) “The 2013 national average turnover rate for bedside RNs is 13.1%, up from 11.2% in 2012” (p.1). Broken down by specialty, Medical Surgical nurses had the highest turnover rate of nurses, reported 16.8%, Colosi (2013). Below is a list of the other nursing specialty and their turnover rate, (adapted from, Colosi, 2013, p.…show more content…
According to the literature reviewed, there is a direct correlation between turnover of nurses and CNAs to the quality of patient care. Hunt (2009) gives a concise explanation of the correlation of staff shortage on patient care:
Staff shortages caused by nursing turnover are associated with significant decreases in the general quality of patient care, increases in the length of patient stays within hospitals, and greater numbers of hospital-acquired patient illnesses and conditions that do not qualify for Medicare/Medicaid reimbursement (p.3)
Another report published by the American Association of College of Nurses’ stated the same thing that there is a correlation between nurse to patient ratio and the quality of care given. As a result many organizations are left having to do major damage control externally, to prevent a bad reputation. Instead of external PR, organizations need to start taking a hard internal look at their staff management.
Reasons for Staff

More about Frontline Caregivers: Turnover And Retention Analysis

Open Document