Steps and Strategies for Nursing Administrators (Koppel et. al, 2017; Tyndall et. al, 2019; Scruth et. al 2018; Phillips & Harris, 2017)

Nurses who are engaged, especially new graduates, are more likely to stay with an organization longer than two years. Nurse engagement and retention should always be on the minds of those in leadership.  Blegen et. al (2017) found that Magnet hospitals had a 92% retention rate compared to the 77% rate of non-Magnet hospitals for new nurse graduates.  
 
The following strategies should be considered to improve nurse engagement and retention: 

• Reimagine nursing orientation programs
  • The orientation program is critical to developing positive employee attitudes and job satisfaction. Successful programs included approximately 13 weeks of orientation with an additional 2- to 3-week transition component (Kiel, 2020).
  • Focus on self-directed orientation courses in combination with clinical experiences, less focus on classroom activities
  • Don’t release a new graduate before they are ready.
• Invest in nurse residency programs; benefits include (Knighten, 2022):
  • Reduced turnover in first 2 years
  • Increased competency and confidence in clinical decision-making
  • Improved professional commitment and satisfaction
  • Increased safety
  • Increased use of evidence-based practice
  • Stronger clinical leadership and critical thinking skills
  • Improved quality and safety
  • Improved patient experience
  • Integrated organizational culture and values into practice
• Provide mentorship programs and strong preceptors for new graduate nurses
  • Reduced orientation costs
  • Increased leadership and problem-solving skills
  • Increased morale and retention
• Practice and academia collaboration
  • Define competencies using the AACN Essentials
  • Develop practice/academic partnerships
    • Develop adjunct faculty and joint appointments for faculty in academia and practice settings
    • Increase the number of clinical sites
• Flexible work hours (i.e., 12-hour shifts)
• Develop workplace culture
• Develop a healthy work environment
  • Utilize skillful communication
  • Encourage collaborative relationships
  • Institute staff recognition
  • Prioritize effective decision making for the unit/department
  • Value leadership
  • Ensure appropriate staffing levels
  • Foster emotional intelligence
• Increase leadership engagement and provide support to staff
• Make leadership visible and available to staff on the unit
• Discuss opportunities for growth within the organization
  • Career ladder program
  • Role transitioning
  • Tuition assistance program for advancing education  
• Provide educational opportunities for leadership to learn more on these topics
• Conduct unit staff meetings to discuss any unit issues or concerns
• Implement resiliency-building tools
  • Provide workforce with the basics, including food, breaks, family/childcare
  • Offer and encourage relaxation therapies, such as aromatherapy, deep breathing exercises, guided meditation, recharge rooms with massages chairs, yoga

Education

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.