Summary: Improving Nurse Retention

The days of staying at a job until retirement have gone by the wayside. The next ten to twenty years are predicted to have a shortage in nursing (Lartey, Cummings & McGrath, 2014). Administrations and managements systems are diligently studying the possible strategies to promote productivity, decrease call offs and improve retention in the nursing positions (Lartey, Cummings & McGrath, 2014). There is prediction of a shortage of nurses by the year 2018, which will be augmented by nurses retiring, changes in health care delivery and other financial changes (Grossman & Valiga, 2013).

The nursing turnover leads to an increase in the cost of training new hires and a less experienced staff. These novice nurse can be an additional source for the

The nursing units that implement mentoring and residency programs to guide the new graduate through the process have found success in nurse retention (Olson, 2015). The residency programs typically consist of learning both in the classroom and on the clinical floor to adapt to the critical care area. The extended orientation period with the support of an educator and management to cultivate a stronger new nurse can improve retention while increasing the staff turnover due to

These mentors must be chosen with the care that they are experienced and they must embrace the role of a mentor relationship. A mentor who does not want to be one can cause more harm than good. The mixture of parent and friend that takes a personal stake in the development of the new nurse in the environment is vital (Grossman & Valiga, 2013). If the mentor does not play an active interest in the role and is not personally vested, it will not work. The act of good mentoring can significantly impact the maturation of the nurse’s career and longevity in that position (Grossman & Valiga, 2013).

The issue of nurse retention on the forefront of a nursing shortage is a critical issue that nurse leaders must address and manage to ensure the survival of their facility. Leaders must have open and ensure communication to address the questions and assist the staff with the preventable issues of fatigue and dislike for their employment. The high turnover rates with nursing affect the future nurse leaders. The potential nurses were not mentored and nurtured by the senior nurses as in the past leading to decreased job satisfaction and decreased staff