Nursing

SDW news brief: Five ways to reduce first-year nursing turnover

Staff Development Weekly: Insight on Evidence-Based Practice in Education, February 11, 2011

Turnover among first-year nurses remains a huge cost driver and source of frustration for hospital managers. It's hard enough to find these skilled clinicians, and even more annoying that they quit, just when they should be settling into their new careers. That leaves harried HR staff to start the process anew and with no more assurances of retaining the next new recruit.

Beyond the hard-and-fast cost of finding and onboarding replacements or hiring temps, first-year nurse turnover impacts patient care. It also signals larger workforce management issues, most notably a failure to effectively engage employees and sell them on the mission.

Here are five best practices for ensuring new graduate nurse retention:

  1. Schedule competency-based interview processes/selection testing that includes cultural fit
  2. Build relationships with nursing schools and a robust nurse resident program
  3. Conduct extensive orientation followed by employee feedback
  4. Implement new hire support programs
  5. Track and measure criteria that to drive accountability


To read more detail about each of the steps, click here for the rest of the free article.

Source: HealthLeaders Media

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