Five steps to improve your retention of nurses

When the entire world came to a standstill during the COVID-19 pandemic, nurses worked relentlessly and were truly on the front line.

According to a study on nurses' experiences during this time, unsurprisingly it was found that many of them were terrified and under a lot of stress from having to care for so many seriously ill patients at once.

The pandemic-induced turnover has become a concern for healthcare organisations worldwide - you must have observed this trend by now if you work in healthcare management. A sustainable strategy is what we need to encourage the retention of nurses and to make the healthcare system stronger.

This article discusses the actions hospital and wider healthcare management should take to retain their nursing staff.

1. Establish prudent and sustainable hiring practices

Since the pandemic, there has been a notable change in workplace trends which calls for a more strategic hiring process. It's time to move past the traditional interview-based, merit-based hiring methods, and focus more on predictive hiring.

Giving the candidates a positive experience during the hiring process is also crucial. The first impression is the best, and the first interaction has a significant impact on how the candidate views you as an employer. Create a structured hiring process with accurate descriptions of roles and clear responsibilities.

Another prominent area is assessing a candidate’s aptitude for soft skills. Soft skills such as professionalism, teamwork, leadership, stress management, and time management are as important as their medical competency. This may have a significant impact on the productivity and long-term retention of nurses.

Seeking help from recruitment agencies that specialise in healthcare recruitment will improve your access to quality healthcare resources.

2. Create a secure and rewarding work environment

In the current healthcare system, morale is negatively impacted by the inconsistent post-pandemic policies and procedures.

Nurses' attempts to cope while navigating through the unknown left them with a huge burden, which inevitably affected their physical and mental well-being. This mental and physical stress is a primary cause of the high nurse burnout rates we are now all too familiar with.

Another major challenge that nurses face is inequality or disparity among the staff. A suitable work framework should be in place to deal with difficulties affecting nurses, workplace violence, bullying, and authority-undermining behaviour. It is crucial to offer constructive solutions and disciplinary actions, along with counselling.

The key is to boost employee morale by offering promotion opportunities, employee appreciation programs, and a secure workplace where their voices are heard. You could establish an in-house health training facility that offers support, displays value, ensures staff feel heard, and monitors their wellness.

A study published in the Journal of Advanced Nursing observes that a good workplace can significantly increase job satisfaction and improve the retention of nursing staff.

3. Improve productivity with upskilling and training opportunities

Place value on professional development, the desire to upskill, and knowledge of evolving medical practices. This will give your nurses the assurance and responsibility to provide better patient care as well as improving retention rates.

Also, establish peer programs that teach nurses soft skills, emotional detachment, and career development. A mentoring program for nurses can support, encourage, and help both new and experienced team members deal with difficulties like stress, burnout, emotional attachment, and job discontent.

According to the Nurse Journal, having a mentor can help you plan your career and get through challenging times.

4. Follow the recommended nurse-to-patient ratio

An article published in the National Library of Medicine observes that a higher patient–nurse ratio can affect nurses’ decisions to leave their job, often fueled by factors such as burnout and job dissatisfaction.

The nurse-to-patient ratios recommended by global organisations are seldom followed by the authorities. The higher nurse-to-patient ratio adopted during emergency times is rarely reversed despite better circumstances.

Obviously this is a tricky one to sort out entirely, but it can heavily impact the quality of patient care.

5. Provide equitable opportunities based on experience

Similar to any other industry, the healthcare sector should emphasise giving nurses a smooth transition into their new role.

A proper system must be in place that offers equal opportunities and learning platforms for all employee bands in order to succeed in their line of work. The vast experience of veteran nurses must be utilised to train new nurses so that they become adept and productive in patient care.

Alter your approach to improve retention of nurses

There is no one single method to follow when it comes to improving nurse retention, as the issues faced by each institution are different. The key is to identify the best strategies to adopt that will resolve your existing challenges.

If you're struggling with nurse turnover, consider putting these methods into practice to help retain nurses and provide a supportive workplace that fosters their growth in both their professional and personal lives.

Take the first steps by hiring the best with us.