NURSING STAFF RETENTION STEPHANIE OLIVAREZ, RN
INTRODUCTION Significantly high rates of nurse turnover are leading to an increase in nurse shortage and burnout, and will continue to grown if changes are not implemented to retain nurses. Nurse turnover decreases patient satisfaction and affects patient care. Nurse turnover increases healthcare-related costs, and increase staff overtime affecting hospital related costs.
SWOT ANALYSIS • S trengths : Retain qualified newly hired nurses for a minimum of three years. Provide well planned preceptorships designed to assist and train newly hired nurses to effortlessly transition into specialty and facility, while implementing high quality and safe patient centered care. • W eaknesses : Lower level of care with deceased employee satisfaction, and lack of time spent on new nurse training. Steady increase in nurses resigning over the last 6 months. • O pportunities : Ensure adequate amount of time is given in preceptorship program to ensure newly hired nurses receive adequate training and comfort to unit and specialty. Provide incentives and growth development.
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