Nurse Retention In Nursing

2016 Words9 Pages
Nurse Retention By Lee Ann Runy An Executive’s Guide to Keeping One of Your Hospital’s Most Valuable Resources With no end in sight for the nation’s nursing shortage, hospitals are placing greater emphasis on retaining their current RN staff. It’s a complex process, requiring in -depth knowledge of the needs and wants of the nursing staff and lots of creativity. “You have to know what motivates nurses to stay,” says Pamela Thompson, CEO of the American Organization of Nurse Executives. To that end, many hospitals regularly conduct retention or exit surveys to understand what’s on nurses’ minds. Leadership involvement is also important. “Nurses need to see support from the administration,” says Laura Janiscewski, competency development…show more content…
Among other things, nurses want safe workplaces that promote quality health care. “It’s the role of the nurse executive and nurse manager to establish a work environment that supports professional practice,” says Pamela Thompson, CEO of the American Organization of Nurse Executives. “That’s one key piece to retention.” It’s also important that nurses play an active role in shaping their environment. “Nurses want to work in a place that brings high quality to patients and know they have a role in the process,” says Susan Shelander, director of recruitment and retention for Memorial Hermann, Houston. Creating such an environment is not easy. The Nursing Organizations Alliance developed a set of principles to help hospitals and other health care entities create positive work environments. More than 40 nurse organizations, including AONE, have endorsed the principles. Nine Principles to Help Foster Staff Retention Respectful collegial 1 communication and behavior • Team orientation • Presence of trust • Respect for…show more content…
In 2000, only 9.1 percent of registered nurses were 30 years old or younger, according to the Health Resources and Service Administration’s Bureau of Health Professions. That same year, the average age of the nursing population was 45.2. One reason older nurses leave the profession is physical stress. Tampa (Fla.) General Hospital implemented a patient-lift initiative to reduce back and other types of injuries among nurses and support staff. A dedicated lift team assists nurses and other staff when they cannot safely move patients. Since the initiative was launched in 2002, lift related injuries have fallen 60 percent. The team consists of 12 specially trained personnel who are available 21.5 hours per day, seven days a week. When a nurse needs assistance, he or she pages the team. Response time is about 15 minutes and the team averages about 100 calls per day. The team can lift a patient in five to seve n minutes; it takes a lone nurse about

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