Nursing in Crisis: Rebuilding the Talent Supply Chain from Within and Reversing the Nursing Shortage served as a very blunt examination of challenges impacting the sophisticated pipelines for nursing education and employment, and how data-driven insights could serve as a solution to hire – and especially to retain – qualified nursing professionals. View the webinar here.
- Work-life balance
- Work environment
- Safe ratios
- Feeling valued as an employee
While compensation and benefits, career, growth and development opportunities are the factors or practices respondents identified as most critical, the majority of factors respondents provided are connected to the expectations, values and practices that organizations establish that also heavily contributes to the retention of newly licensed registered nurses (NLRNs).
This idea is supported by an article published in The Journal of Nursing Administration. Through the authors’ research and evaluation, the Nursing Turnover Measurement Form was used to both accurately measure turnover and serve as a reference for evidence-based retention protocol. It focused on the organizational commitment components of autonomy, recognition/rewards, and communication, which they summarize as key components in retaining nurses:
“The profession of nursing will be unable to compete with other career opportunities unless we provide adequate rewards and recognition to our most valuable assets – our employees – and develop better communication standards in the clinical setting and provide clinical practice opportunities and responsibilities that match the registered nurse’s knowledge and skill and facilitate autonomy and empowerment of staff.”
So what are we learning? The substantive takeaway from our recent survey seems to indicate that although compensation and benefits, along with growth, career, and development opportunities are key factors in nursing retention, a large focus should also be placed on the work environment and organizational culture – as well as finding candidates that match well to your facility’s culture and values – so nurses feel supported, a sense of belonging, and can realize long-term fulfillment.
Nursing in Crisis: Rebuilding the Talent Supply Chain from Within and Reversing the Nursing Shortage