{"id":12738,"date":"2023-06-08T12:13:01","date_gmt":"2023-06-08T16:13:01","guid":{"rendered":"https:\/\/mediakit.nurse.com\/?p=12738"},"modified":"2023-06-08T12:13:01","modified_gmt":"2023-06-08T16:13:01","slug":"expert-nurse-retention-tips","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/expert-nurse-retention-tips","title":{"rendered":"Healthcare Expert Shares Nurse Retention Tips"},"content":{"rendered":"

Staff turnover is costly and impacts the care nurses provide. The average cost of turnover for a staff RN is $52,350, according to the 2023 NSI National Health Care Retention & RN Staffing Report<\/em><\/a>, published by the NSI Nursing Solutions, Inc., a national nurse recruitment agency.<\/strong><\/p>\n

The Relias\u00a02022 Nurse Salary Research Report<\/em><\/a>\u00a0found that among the factors that would motivate nurses to stay in the profession are higher pay (73%), better support for work-life balance (57%), more reasonable workload (53%), better benefits (43%), better manager interactions (30%), and more professional development options (23%).<\/p>\n

In a recent\u00a0Relias webinar, <\/a>Cara Silletto, President and Chief Retention Officer at Magnet Culture, shared several strategies to help healthcare organizations improve staff retention<\/a>.<\/p>\n

Nurse retention tips<\/h2>\n

1. Listen to your employees<\/h3>\n

Leaders and managers should execute listening tours to keep the finger on the pulse of their employees. \u00a0Ask employees questions like,\u00a0Tell me about a great day you had. What made it great?<\/em>\u00a0Or\u00a0Tell me about a frustrating day you had.<\/em>\u00a0You can use\u00a0stay interview questions<\/a>\u00a0to help you understand how employees feel about the work place. \u201cMake sure to really make yourself approachable and let [the employees] know too,\u201d said Silletto. \u201cYou want to learn more about being on the front line.\u201d<\/p>\n

2. Reset realistic and sustainable workload expectations<\/h3>\n

Healthcare work is demanding and challenging, and staff is overloaded. Unrealistic or unsustainable workload expectations cause employee turnover. Leaders should set realistic workloads to keep employees from leaving.<\/p>\n

3. Build HR retention capacity<\/h3>\n

In addition to recruiting and talent acquisition specialists on your HR team, create a part-time or full-time position for a retention initiatives specialist. The person in this role will support the HR team by focusing on employee retention and decreasing turnover. If you don\u2019t have the budget to hire that person for that role, create a retention task force that will include a multidisciplinary group that meets weekly or monthly to discuss what your organization can do to improve retention.<\/p>\n

4. Create onboarding checklists for new hires<\/h3>\n

The first 30, 60, and 90 days are a huge flight risk for new hires. The\u00a0onboarding\u00a0process to new roles and teams takes time. Create onboarding checklists that specify what new hires in your organization\u2019s various roles and departments need to know on their first day, first week, first month, and first quarter. You can include some onboarding micro training, team building activities, and mentoring in existing team meetings that new hires participate in.<\/p>\n

5. Build a training plan for managers and supervisors<\/h3>\n

Give your supervisors and managers<\/a> the tools to be successful leaders. Look at your management and leadership\u00a0training programs\u00a0and ensure they include training for the supervisory level, middle management, directors\u2019 level, and advancement programs. Build training and development programs for your senior leaders also. \u201cWhen you make your managers better at every level, especially in the supervisor and management roles, they can buffer issues on the frontline and resolve conflicts,\u201d said Silletto.<\/p>\n

To learn more about what’s important to nurses, you can review the findings within the 2022 Nurse Salary Research Report<\/a><\/strong><\/em>.<\/p>\n

Download the report here<\/a><\/strong>.<\/p>\n

\"\"<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Healthcare expert, Cara Silletto, President and Chief Retention Officer at Magnet Culture, shares nurse retention tips.<\/p>\n","protected":false},"author":81,"featured_media":12739,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[28],"tags":[],"coauthors":[1358],"class_list":["post-12738","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nursing-retention"],"acf":[],"yoast_head":"\nHealthcare Expert Shares Nurse Retention Tips | Nurse.com Solutions<\/title>\n<meta name=\"description\" content=\"Cara Silletto, President and Chief Retention Officer at Magnet Culture, shared nurse retention tips for healthcare organizations.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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