1) Experienced nurses are leaving acute care positions at high rates due to feelings of lack of support from management and unsupportive work environments.
2) At St. Mary's Hospital, the experienced nurse turnover rate is 9.3% and nurses report feeling less supported than at other magnet hospitals.
3) The authors propose a "Monthly Check-Up" survey to anonymously identify issues contributing to turnover and improve workplace satisfaction with the goal of increasing retention of experienced nurses at St. Mary's Hospital to 8.3% by the end of 2020.
1) Experienced nurses are leaving acute care positions at high rates due to feelings of lack of support from management and unsupportive work environments.
2) At St. Mary's Hospital, the experienced nurse turnover rate is 9.3% and nurses report feeling less supported than at other magnet hospitals.
3) The authors propose a "Monthly Check-Up" survey to anonymously identify issues contributing to turnover and improve workplace satisfaction with the goal of increasing retention of experienced nurses at St. Mary's Hospital to 8.3% by the end of 2020.
1) Experienced nurses are leaving acute care positions at high rates due to feelings of lack of support from management and unsupportive work environments.
2) At St. Mary's Hospital, the experienced nurse turnover rate is 9.3% and nurses report feeling less supported than at other magnet hospitals.
3) The authors propose a "Monthly Check-Up" survey to anonymously identify issues contributing to turnover and improve workplace satisfaction with the goal of increasing retention of experienced nurses at St. Mary's Hospital to 8.3% by the end of 2020.
1) Experienced nurses are leaving acute care positions at high rates due to feelings of lack of support from management and unsupportive work environments.
2) At St. Mary's Hospital, the experienced nurse turnover rate is 9.3% and nurses report feeling less supported than at other magnet hospitals.
3) The authors propose a "Monthly Check-Up" survey to anonymously identify issues contributing to turnover and improve workplace satisfaction with the goal of increasing retention of experienced nurses at St. Mary's Hospital to 8.3% by the end of 2020.
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Increasing the Retention Rate of Experienced Nurses
Alexis Catlett, Tiah Harkins, Sara Whitley, Jenna Witte, Lauren Worley Bon Secours Memorial College of Nursing
Introduction and Description of the Logistics
Data and Analysis of the Issue Proposed Solution Issue Creation of generalizable survey Macro Description: Experienced acute Incentives for participation care RNs are leaving the workforce ● At this time, there are no specific ● Solution: “Monthly Check-Up” - an due to inadequate staffing, strategies aimed toward retaining anonymous monthly, online, 8- unsupportive management, and a lack experienced acute care nurses. question survey that is sent to all Stakeholders of joy in work (Press Ganey, 2018). ● According to 2019 Nurse Survey SMH acute care nurses in an effort Staff Nurses Nursing Executives According to the American Association (NDNQI) St. Mary’s hospital (SMH) to identify problems and create Managers Nursing of Colleges of Nursing (2019), the fell below the National hospital solutions with a goal of improving Supervisors retention rate in the nursing Magnet mean (MM) in the following workplace satisfaction and Retention Officer profession is low, contributing to the areas: increasing nurse retention. national nursing shortage. ○ Administration that listens and Potential costs Survey design, data analysis, expenses Nationwide, the turnover rate for responds to employee concerns ● Hypothesis: Our aim is to improve born of potential retention solutions (i.e. bedside nurses was 16.8% in 2017. (SMH 2.76%/MM 2.82%) the retention rate of experienced increased wages, employee outings, etc). Additionally, Press Ganey’s analysis of ○ Supervisory staff that is supportive nurses at SMH, thus, we believe that 250,000 RNs found that 21% of nurses of the nurses (SMH 3.18%/MM if hospital administration plan to leave their current jobs within 3.19%) implements the Monthly Check-Up, Timeline a year (2018). ○ 3 year % planning to leave the unit Survey design approval by June 1, 2020 then the work environment along Introduce survey to staff by July 1, 2020 because of dissatisfaction of work with job satisfaction will improve Implement trial of survey by August 1, Micro Description: At SMH, the environment (SMH 26.99%/MM and experienced nurse turnover rate 2020 Rollout official survey by October 1, 2020 turnover rate of Registered Nurses is 24.79%) will decrease from 9.3% to 8.3% by Results review quarterly 9.3% with efforts already in place to the end of 2020. facilitate a higher retention rate for Data Collection Root Cause An anonymous survey will be completed those new to practice and working on monthly by acute care nurses. The results the night shift (<personal According to the 2019 NDNQI Survey, Conclusion will be sent to the retention officer for analysis. Data will then be presented to conversation/stats provided by SMH when compared to the other supervisory staff. Any solutions will be retention officer>). According to nationally Magnet certified hospitals, Evidence suggests that nurses feel presented to the unit based council. NDNQI, experienced acute care nurses nurses at St. Mary’s feel as though unsupported and unheard. The online, References at St. Mary’s report feeling less anonymous, monthly survey will lead American Association of Colleges of Nursing. supervisory staff is not supportive and (2019) Fact sheet: Nursing shortage. supported and less listened to when to improvement in workplace administration does not listen or https://www.aacnnursing.org/Portals/42/News/ compared to nurses at other magnet satisfaction and increase experienced Factsheets/Nursing-Shortage-Factsheet.pdf respond to RN concerns. Thus, we hospitals. nurse retention. “Optimizing the Nursing Workforce: Key believe that these concerns contribute Drivers of Intent to Stay for Newly Licensed to experienced acute care nurse and Experienced Nurses.” 2018 Nursing turnover. Special Report, Press Ganey Associates, Inc. National Database of Nursing Quality Indicators (NDNQI). (2019). https://www.aacnnursing.org/Portals/42/News/Factsheets/Nursing-Shortage-Factsheet.pdf April 2019 https://www.pressganey.com/docs/default-source/default-document-library/new-report-provides-nurse-retention-insights-and-strategies07afd55 d82706b31bd87ff0000a8abfc.pdf December 2018
