Reducing Nurse Turnover: Strategies and Interventions

This assignment examines the issue of nurse turnover and proposes effective solutions. It delves into the relationship between workplace environments, nurse satisfaction, and retention. Strategies discussed include fostering a supportive culture, addressing stress and burnout, promoting professional development, and enhancing communication. The paper also analyzes relevant research and provides practical recommendations for mitigating nurse turnover.

Running head: NURSE TURNOVER
Nurse turnover
Name of the Student
Name of the University
Author note

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Picot question
Population: Registered nurses working in Sinai hospital intermediate care unit (IMC).
Intervention: mindfulness, self-care strategies, continue education, receiving recognition/
rewards for accomplishment
Comparison: Avoiding RN turnover risk factors
Outcome: when management team involved in RN retention and acknowledgement for
accomplishment, registered nurse turnover will reduce in one year.
Background
Being the single and largest component in the healthcare workforce and frontline
providers in hospitals, nothing can be more impactful on nursing profession than healthcare
culture and success. As per United States Human Capital Effectiveness Report 2012-2013,
hospital sector has highest turnover of 28.3% nurses and more worrisome, about 22.2% new
nurses are leaving profession after one year of joining (Duffield et al., 2014). Poor clinical skills
are not only the primary reason for turnover rather workload, staffing issue, workplace
relationships and no acknowledgement from management team for goal accomplishment.
Therefore, nursing turnover is reaching an alarming stage in the U.S. healthcare system.
Best Practice
Research suggests that through developing collaborative relationships with members of
healthcare team and co-workers help to encourage autonomous practice and development of
inter-professional relationships help and avoid interpersonal conflict (Galletta et al., 2013).
Through effective communication between nurse-healthcare providers, help them to know each

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other as persons and not as in occupation. Another way to reduce nursing turnover is supporting
RNs to participate with doctors in on-going education programmes through co-leadership
strategies can help RNs to attain competencies and reduce involuntary turnover due to poor
clinical skills (Van den Heede et al., 2013).
Another research conducted by Zeller & Levin, (2013) suggested that mindfulness is an
evidence-based approach that enhances situational awareness among nurses imparting positive
responses to cope up with stressful situations and thereby, reducing nursing burnout. This
strategy is inexpensive and improves the quality of work among nurses. Another study conducted
by Oyeleye et al., (2013) stated that empowering nurses to participate in hospital affairs like
rewarding and appraisal can aid nurses in practicing professionally and provide safe quality care,
This in turn help to value their job contributions and add to their health and well-being linked to
job satisfaction. Empowerment from management team support nurses by providing them free
access to power and resources within organization (Happell et al., 2013). This helps them to raise
their voices enhancing commitment and involvement within the healthcare organization. These
factors are related to self-care interventions and healthcare environments that aid in
understanding the occupational stressors that nurse face and in reducing their turnover. Stress
reduction initiatives also include adequate sleep, rest, nutrition and proper sleep that enhance
their quality of life and have positive implications for nursing workforce management
(Ratanasiripong et al., 2015).

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Survey
For the data collection process, interview method was used where a nurse was
interviewed. The interview method or survey questionnaire was quantitative in nature comprised
of close-ended questions being a structured interview. Nurses from heart care units at hospital
were surveyed and data size was 10 respondents surveyed answered regarding their
responsibilities and understand their perceptions on nurse turnover. Responses were either ‘Yes’
or ‘No’, ‘True’ or ‘False’ or in form of options, A, B, C or D.
Recommendations
As occupational stress are the sources for nursing turnover, it is quite recommended that
strategies need to be put up for stress reduction among RNs. Workforce modification can be
suggested where job rotation can be helpful to avoid boredom. The changing of shifting hours
and ensuring them to give breaks can help to curb stress and anxiety. There are also forwarding
suggestions like special organizational events and special events provide them recreation
(Cicolini, Comparcini & Simonetti, 2014). Moreover, acknowledgement from management
team enhances intrinsic motivation like rewards and encouraging nursing leadership qualities.
Yoga and mindfulness meditation for the nurses can help them to reduce anxiety and maintain
stress levels decreasing burnout and turnover (White, 2014). Quality healthcare workforce
environment improvement through resource adequacy and staffing, supporting collegial
healthcare-nurses relations through effective communication and nursing educational
professional development can help to promote quality environment for nursing to work and thus
reducing turnover (Van Bogaert et al., 2013).

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References

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Cicolini, G., Comparcini, D., & Simonetti, V. (2014). Workplace empowerment and nurses' job
satisfaction: A systematic literature review. Journal of Nursing Management, 22(7), 855-
871.
Duffield, C. M., Roche, M. A., Homer, C., Buchan, J., & Dimitrelis, S. (2014). A comparative
review of nurse turnover rates and costs across countries. Journal of advanced
nursing, 70(12), 2703-2712.
Galletta, M., Portoghese, I., Battistelli, A., & Leiter, M. P. (2013). The roles of unit leadership
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Happell, B., Dwyer, T., Reid‐Searl, K., Burke, K. J., Caperchione, C. M., & Gaskin, C. J. (2013).
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Oyeleye, O., Hanson, P., O’Connor, N., & Dunn, D. (2013). Relationship of workplace incivility,
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Van Bogaert, P., Kowalski, C., Weeks, S. M., & Clarke, S. P. (2013). The relationship between
nurse practice environment, nurse work characteristics, burnout and job outcome and

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