NUR 514 Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there

NUR 514 Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there

NUR 514 Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there

Presbyterian Healthcare uses various methods of nurse retention. One method is a strong referral incentive “strong employees know other strong employees”. Another strategy is reengaging prior employees offering them retention bonuses and a third is virtual hiring events in which it is by invitation only in where there are key speakers (employees) who speak about their work, where they see it going, the culture etc.

Some recent literature show that nursing leaders should allow autonomy, place recognition when it is due and to the right people and communicate.

One of the biggest reality checks for many new nursing students is that nursing is a hard job and is not easy money. Locally I have seen students drop out of local community college due to the demand and “reality” of nursing. When there is no passion for your job and your heart is not there it is easier to walk away when it gets tough.

 

Reference

 

Jeffreys, M. R. (2022). Nursing Universal Retention and Success (NURS) Model: A Holistic, Discipline-Focused Framework. Journal of College Student Retention: Research, Theory & Practice24(3), 650–675.

REPLY

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We have indeed lost a lot of nurses and other healthcare workers during the pandemic. Some of them got sick and did not want to return to direct patient care nursing, some took a break from nursing, and many we lost because travel nursing offered 2 to 3 times the pay of a regular, non-travel nurse. My role as an area team lead does not require direct care but during those times, I literally had to cover 4 to 5 nursing shifts per week. As the pandemic stabilized, the nurses and other healthcare workers that left and joined other companies began to come back. We are now appropriately staffed, with occasional hiccups and we survived the crisis together. I observed that the employees we retained have created a better culture in the facility. One that cares for one another as well as the patients. They also developed the initiative to resolve issues as they come, especially in terms of staffing. They would find coverage among themselves and then come up to me with the solution. Some of my patient care technicians are currently in the nursing program and it has created a domino effect as other technicians are also coming to me with their interest in registering for the nursing tuition reimbursement program. The program itself, aside from tuition reimbursement, gives the staff the opportunity to study by allowing them a flexible schedule while they are in the program but retaining their full-time status. They also get incremental study-related wage increases as they advance through the program as well as retention bonuses. After they graduate and pending NCLEX, they get into a nursing internship program as well which provides an additional bonus.

It is hard to compete with salaries as nurses tend to jump from one employer to the next for this reason. However, I believe that the organizational culture and overall job satisfaction and stability make a difference. Organizations should also need to ensure they have a process of conducting periodic market compensation analyses to remain competitive in terms of salaries.

Nurse retention is a pressing global concern, compromising the healthcare system and patient care. Whether it’s lack

NUR 514 Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there
NUR 514 Review the American Nursing Informatics Association (ANIA) website and discuss the resources that you found there

of support or poor resilience, or inadequate skills development, the organization has the responsibility to address this issues to retain good practitioners (Collard et al., 2020). Organizations are finding ways to increase nurse retention by providing a healthier work environment, focusing on empowering nurses, promoting engagement, and giving nurses organizational initiatives related to work-life balance, staffing, and scheduling, which in turn promotes job satisfaction. Supportive practice environment and improved job satisfaction will promote retention and consequently, cost reduction (Morris, 2019).

References:

Collard S., Scammell, J., & Tee, S. (2020). Closing the gap on nurse retention: A scoping review of implications for undergraduate education. Nurse Education Today, 84 https://doi.org/10.1016/j.nedt.2019.104253.

Morris, E. (2019). Increasing nurse retention. American Journal of Nursing, 119(8),10 https://doi.org/10.1097/01.NAJ.0000577344.79136.9b

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The pandemic changes drastically the healthcare system in so many aspects. My personal experience during Covid-19 was rigorous where I was in the center of the action. Working in NY City were my units was converted as Covid-19 unit due to the affluent of daily cases . As a leader I spent weeks working around the clock just to keep the facility running. Despite what I went through during the crisis, I’ll never trade my profession for nothing else . I learned how to appreciate my staffs more and make them feel valuable every day. “Nurses leaders has the most significant influence when it comes to nurse retention and keeping nursing staff satisfied. Turnover can stem from nurse managers’ treatment, leadership styles, potential biases they may show, or benefits given to specific staff and not others. Amid an increasing nursing shortage, nurse leaders must find the best way to recruit and retain staff”(Duru DC,2022)

Reference:

Duru DC, Hammoud MS. Identifying effective retention strategies for front-line nurses. Nurs Manag (Harrow). 2022

 

REPLY

 

Retention of nursing staff is a significant problem across healthcare. “From February 2020 to September 2021, 18% of healthcare workers quit their jobs. Additionally, 12% have been laid off and 19% thought about leaving their job” (Morris, 2022, para. 2). The stressful work environment exacerbated by the pandemic has caused some of the most dedicated nurses to leave bedside nursing. My belief is that those who entered the field motivated by the lifestyle, job availability or pay that nursing offers, will likely “burn out” quickly if not motivated by a deep desire and “calling” to care for others in the most difficult of situations. I’ve often stated that if you go into nursing only for the money, it will never be enough.

My current organization offered a retention bonus to all nurses still employed by the hospital who have been there more than 1 year. This was paid to full time, part time and per diem nurses. My unit has also offered more part time positions than it previously had to accommodate those nurses who felt like they couldn’t keep up full time employment. I believe that both of these offerings have been appreciated by nursing staff and have helped to improve retention.

References:

Morris, G., 2022, May 6. How to support nurses and raise nurse retention rates.

Nursejournal.org. https://nursejournal.org/articles/how-to-support-nurses-considering-resigning/

REPLY

 

Nurse retention has been an ongoing issue within my healthcare organization. Very little efforts have been focused on existing nurses, but instead incentives for traveling nurses and new hires have been added. For obvious reasons, this has not gone over well. Due to extreme staffing issues during the Covid-19 pandemic, the organization has been offering double pay for extra shifts worked. According to the organization, this is to retain staff. However, most nurses within the organization agree that this does not help to retain staff.

Nursing is an in-demand field of work, but retention has been alarmingly high. In recent years, the turnover rate of nurse’s ranges from 8.8% to 37% (Regis College, 2021). Additionally, new hire turnover rate ranges from 28.8% to 49.6%. Poor nurse retention leads to decreased quality of care, staffing shortages, and overall burnout of team members. Often times, students are seeking a profession in nursing simply due to job stability. While this may seem appealing at first, this often leads to increased burnout and turnover. Nursing is a profession that be pursued as a passion, not because of job stability or salary.

References

Regis College. (2021). How can leaders in nursing improve nurse retention rates. https://online.regiscollege.edu/blog/how-can-leaders-in-nursing-improve-nurse-retention-rates/