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Lippincott Nursing Pocket Card - June 2022
Nurse engagement and retention are important considerations for nurse leaders as staff dissatisfaction can lead to nurses leaving their place of employment, or even the nursing profession. A recent survey conducted by NSI Nursing Solutions, Inc. (2021) found the average cost of turnover for a bedside registered nurse is over $40,000 and ranges from $28,400 to $51,700. The American Nurses Association (ANA) (2019) reports “With more than 500,000 seasoned RNs anticipated to retire by 2022, the U.S. Bureau of Labor Statistics projects the need for 1.1 million new RNs for expansion and replacement of retirees, and to avoid a nursing shortage.” These startling figures demonstrate the need to prioritize nurse retention and develop ways to engage nurses in their current positions to prevent turnover.
Nurse engagement
Factors that can contribute to a lack of nurse engagement and reduced nurse retention include:
Collaborating with other leaders and educating one another on ways to connect with staff, be present and supportive, and ensure that staff find meaning and purpose in their role can enhance engagement and retention. It is important to display engaging behaviors, effective communication, and promote a healthy work environment for the staff. Provide guidance, support, and resources to help staff thrive, be engaged, and successful.
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