NURSE LEADERS SURVEY
Retention The survey indicates that nurse leaders are using a variety of methods to improve nurse retention rates. When asked to name the top three strategies their facilities are using to improve nurse retention, more nurse leaders (37%) cited “recognition programs” than any other method. Recognition programs acknowledging nurses as “healthcare heroes” gained popularity during the pandemic, when many nurses chose to expose themselves to the dangers posed by COVID-19. The survey suggests that such programs continue to be in wide use. Thirty-one percent of nurses cited “favorable nurse to patient ratios” as a top three nurse retention method used by their facilities. As was referenced above, low nurse to patient ratios can be a point of contention between nurses and hospitals, as they may lead to overwork and reduce standards of care to levels that nurses may find unacceptable. More robust nurse to patient ratios can improve the daily work experience of nurses, allowing for a more reasonable pace and more time per patient Thirty-one percent of hospital nurse leaders cited “effective onboarding and orientation” as one of the top three nurse retention methods used by their facilities. Retention rates for nurses and other healthcare professionals can be negatively affected if the parameters and expectations of the position are not clearly explained and understood during the recruiting and orientation process. Nurses who feel that a position does not feature the working conditions, job requirements and compensation they were led to expect may leave for a position they believe does meet their expectations. Effective onboarding and orientation programs set clear job parameters and expectations so that nurses are not disillusioned post-hire. Thirty percent of nurse leaders indicated that “leadership development” is one of the top three nurse retention methods used at their facilities. A growing number of nurses have four-year and advanced nursing degrees and nursing is increasingly seen as a platform from which to advance into administrative roles. Offering nurses a path to leadership is a key method by which hospitals can become known as nurse employers of choice. “Compensation increases” were cited by 28% of nurse leaders as being among their top three nurse retention methods. Competitive compensation is necessary to retain personnel in any job category in which there are worker shortages. However, the survey suggests that non-monetary retention methods that improve daily work conditions, such as recognition, favorable nurse to patient ratios, effective onboarding, and paths to leadership may be more effective retention methods than an increase in compensation. Additional nurse retention methods cited by nurse leaders include “tuition reimbursement” (29%), schedule flexibility (26%), wellness programs (25%), and minimal overtime requirements (18%) and others.
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