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Reflections on recruitment and retention at the unit level.
The Health Care Supervisor
|February 7, 1995
Summary
Nurse retention and recruitment strategies are influenced by factors like salary, work environment, and professional growth. Addressing issues such as stress and lack of respect is crucial for keeping nurses in their positions.
Area of Science:
- Nursing
- Healthcare Management
- Human Resources in Healthcare
Background:
- Nurse turnover is a persistent challenge in healthcare systems.
- Effective recruitment and retention strategies are vital for maintaining adequate staffing levels.
- Understanding the factors influencing nurses' decisions is critical for healthcare management.
Purpose of the Study:
- To identify key factors influencing nurses' decisions to remain in or leave their positions.
- To explore factors perceived by nurses as important for recruitment to their units.
- To provide insights for developing effective nurse recruitment and retention strategies.
Main Methods:
- A survey was conducted with 451 nurses.
- Nurses reported on factors influencing their decisions to stay or leave.
- Nurses also identified factors they believed would aid in recruitment.
Main Results:
- Similar factors were identified for both recruitment and retention, including salary/hours/benefits, personal growth/challenge, work environment/staff relationships, satisfaction/fulfillment, and patient contact.
- Factors such as stress, lack of respect or acknowledgement, and role change were specifically linked to turnover.
- Identified factors align with trends observed in previous surveys over the past decade.
Conclusions:
- Salary, work environment, professional development, and job satisfaction are key drivers for nurse retention and recruitment.
- Addressing workplace stressors, fostering respect, and managing role changes are essential for reducing nurse turnover.
- Nurse managers can leverage these findings to implement targeted strategies for improving recruitment and retention.