College of Management and Technology, Walden University, Minneapolis, MN, US.
Nurs Manag (Harrow). 2022 Feb 3;29(1):17-24. doi: 10.7748/nm.2021.e1971. Epub 2021 Sep 7.
Nurse retention is a significant issue worldwide, with many nurses planning to leave the profession. Therefore, it is crucial that healthcare organisations and senior leaders identify effective strategies for retaining their employees, who are their most valuable assets.
To explore strategies to reduce the voluntary turnover of front-line nurses from the perspective of senior healthcare leaders.
This study used a case study design and a qualitative approach. Semi-structured interviews were conducted with six senior leaders in one US hospital and documents from the organisation's website were reviewed to gain information on the retention strategies used.
Three themes were identified from the data: job satisfaction, financial compensation and effective communication. Retention strategies used by the senior leaders included a points competition to support recognition of nurses' work, a stoplight strategy and reports, sign-on bonuses, preceptor incentives, tuition reimbursements, staff shout-out boards and stay interviews.
Effective communication, respect, competitive financial compensation, benefits and proper recognition are among the main strategies that senior leaders can use to retain nurses. Shared governance is also important in empowering nurses and subsequently improving retention.
护士流失是一个全球性的重大问题，许多护士都计划离开这个行业。因此，医疗机构和高层领导必须确定有效的策略来留住他们最宝贵的员工。
从医疗高层领导者的角度探讨降低一线护士自愿离职率的策略。
本研究采用案例研究设计和定性方法。对一家美国医院的六名高层领导进行了半结构化访谈，并查阅了该组织网站上的文件，以获取有关所采用的保留策略的信息。
从数据中确定了三个主题：工作满意度、经济补偿和有效沟通。高层领导采用的保留策略包括支持认可护士工作的积分竞赛、信号灯策略和报告、签约奖金、导师激励、学费报销、员工点赞板和留任面谈。
有效的沟通、尊重、有竞争力的经济补偿、福利和适当的认可，都是高层领导者可以用来留住护士的主要策略。共享治理对于赋予护士权力并最终提高保留率也很重要。
