Koppel Jenna, Deline Marisa, Virkstis Katherine
Author Affiliations: Consultant (Ms Koppel), Practice Manager (Ms Deline), Managing Director (Dr Virkstis), Nursing Executive Center, Advisory Board, Washington, DC.
J Nurs Adm. 2017 Dec;47(12):597-598. doi: 10.1097/NNA.0000000000000551.
Despite increased staff engagement and improved new hire on-boarding, organizations struggle to retain millennial nurses. One dominant trait is shared by organizations that have successfully reduced turnover for this group: investment in select strategies that cement loyalty to the organization. In this article, the authors describe 2 strategies for retaining early-tenure millennial nurses. In the 1st article of this series, the authors described why nursing leaders must supplement their organization's current investments in engagement with strategies targeted at millennials in their 1st 3 years. This 2nd part of the series will outline these strategies.
尽管员工参与度有所提高，新员工入职流程也有所改善，但各机构仍难以留住千禧一代护士。成功降低这一群体离职率的机构有一个共同的主要特点：投资于某些能增强对机构忠诚度的策略。在本文中，作者描述了两种留住入职初期千禧一代护士的策略。在本系列的第一篇文章中，作者阐述了护理领导者为何必须在其机构目前对员工参与度的投入基础上，补充针对千禧一代入职头三年的策略。本系列的第二部分将概述这些策略。
