Addressing Nurse Turnover

Addressing Nurse Turnover Student’s Name University Affiliation Addressing Nurse Turnover Turnover remains one of the most important determinants of firm output especially for the healthcare industry. The rate and frequency within which nurses or hospital staffs join and quit impacts healthcare provision either directly or indirectly. The healthcare industry is a unique profession which demands effective and strategic retention initiatives and programs to ensure that new hires and experienced nurses are retained (Antwi, et al., 2018). Therefore, to address this issue, it is imperative upon the nurse managers and leaders to first interrogate the causes of nurse turnover and the contributing factors. Just like in any other industry, there are many factors that are attributed to nurse turnover. The reasons why an employee may decide to quit their jobs are numerous. It may be as a result of “personal reasons …career advancement, salary, deductions, rescheduling, retirement, relocation, immediate manager and workload/staffing ratio” (Solutions, 2019, pg. 6). Therefore this paper focuses on the issue of nurse turnover, the approaches that can be used by healthcare organizations or firms to deal with nurse turnover as well as the leadership style that would best address it. Best Practices in Dealing with Nurse Turnover Nurse turnover is a real issue that has grabbed the attention of all stakeholders in the healthcare industry in equal measure. “It is potentially an important determinant of firm output…” ( Antwi, et al., 2018, pg. 131). Several initiatives and programs have been suggested by nursing and medical professionals, scholars and even the government through policy formulations to deal with nurse turnover. Some of these initiatives and programs have since culminated into professional standard of practice in addressing nurse turnover and by extension nurse shortage. There are various approaches that healthcare facility should use to address this issue; Establishment of retention initiatives is one of the effective approaches that can be used to deal with nurse turnover (Antwi, et al., 2018; Solutions, 2019). This can be achieved through establishing measurable goals aligned with the firm vision and mission. Having retention as an initiative for dealing with nurse turnover is one thing and putting it into practice is a different thing altogether. It is for this reason that professional standard of practice requires that healthcare provider or healthcare organization set measurable goals by having in place framework for executing and implementing its plan of retaining new hires and experienced nurse staff. The retention strategy may include having a framework that sets the minimum number of years that new hires (nurses) would work in the firm before quitting (Antwi, et al., 2018). This approach will help in dealing with nurse turnover since it cultivates a culture of permanency and concentration at a current working place. The retention strategy should also include motivation of the staff through mentorship programs, tokens of appreciation, job promotion and better remunerations. (Sfantou, et al., 2017). Salary and deductions has been identified as one of the reasons for nurse turnover. Therefore an organization should...