Different Healthcare Members on the Prevention of Nurse Turnover

Running head: NURSE TURNOVER
Nurse Turnover
Name of the student
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NURSE TURNOVER1
Introduction
Registered nurse turnover is a significant measure of the employment market for nurses.
The concept of turnover is not consistent given its broad used as a measure for assessment of
medical systems (Chang, Friesner, Chu, Huang, Liao & Teng, 2018). Many meanings cover any
nursing worker who leaves an organization; others may require voluntary leave. Investigators
utilized current turnover data sequenced and recorded turnover statistics from a nationally
representative sample of RNs undertaken by the RN Work Project for a review, released in the
journal Policy Politics & Nursing Practices. This is the only American longitudinal study of RNs.
The information comes from polls conducted throughout 2006, with three samples of newly
licensed RNs. Results show that nearly 17.5% of newly licensed registered nurses quit their first
work after one year — and 33.5% depart after two years (Kovner, Brewer, Fatehi & Jun, 2014).
The healthcare sector is one area where turnover is theoretically a significant determinant of
organization performance, but analysts have paid little attention to this. Healthcare turnover
decreases the efficiency and productivity of care delivery, and can also raise operating costs.
Inadequate staffing systems are most often the unseen circumstances leading to the
breakdown of the best-intentioned patient care programmes. Good outcomes for patient care rely
on a "level of success" in which the practitioner and the patient connect therapeutically each
time. Due to nurse turnover, inconsistency amongst nurses limits the likelihood of obtaining
success–which would be especially harmful when engaging the new nurses (Antwi & Bowblis,
2018).

NURSE TURNOVER2
The following article will discuss about what happens when there is high nurse turnover
and will discuss about the role of different healthcare members on the prevention of nurse
turnover.
Discussion
Professional standards of practice
Engagement and retention of nurses are critical concerns for nurse leaders because staff
disappointment may contribute to nurses quitting their work, or even the nursing career.
According to various qualitative research methodologies and multiple case study design, it is
evident that the engagement and retention strategies can be used as professional standards of
practice to decrease turnover and retain registered nurses (Neeley, 2017). Nurses, who are
committed, particularly new graduates, are far more likely to remain longer than two years with
an institution. Engagement and retention of nurses will always be in the minds of those in
management. In order for the nurse leader to consider engagement and retention strategies of the
nurses, it is needed that they develop flexible work hours, a workplace culture, improve
dedication to leadership as well as provide workplace encouragement and include leadership
training opportunities to learn more about healthcare challenges (Kutney-Lee et al., 2016).
Cooperating with the other members and advising each other on methods of communicating with
staff, being responsive and compassionate, and ensuring that workers see value and meaning in
their job will improve motivation and productivity (Nursingcenter, 2019). It is necessary to show
positive behaviors, communicate effectively, and encourage healthy working environment for the
employees. Continue to offer instruction, support and assistance to help employees flourish,
become engaged and succeed (Kutney-Lee et al., 2016).