When it comes to retaining nursing staff, some healthcare organizations appear to have no problems. Then, there are those healthcare facilities that seem to have a revolving door. Nurses come and nurses go with such frequency that the effect is dizzying.
Unlike pediatrics and women’s health, which have higher retention rates for nursing staff, skilled nursing and long-term care facilities see a staggering amount of turnover. In a recent study by the Long-Term Care Coalition, the average turnover in nursing homes is 53.3% annually. That means greater than half of the nursing staff caring for patients in the more than 15,000 facilities nationwide leave within one year.
If you find that your facility has a high turnover rate, we can help you find the secret to retaining CNAs and RNs in long-term high-turnover facilities.
Four Common Issues that Contribute to High Turnover and How to Correct Them
Even prior to the pandemic, long-term care facilities experienced difficulty retaining qualified staff. The problem only increased given the nursing shortage. Short-staffed facilities relied upon their CNAs and RNs to pick up the slack and this led to even more workplace stress and exhaustion which created burnout, a retention plan’s biggest threat.
But burnout is simply one reason CNAs and RNs decide to leave an employer. There are countless issues that lead to higher turnover rates in long-term care and other healthcare facilities. Here we look at the most common reasons, providing the knowledge you need and the secret to retaining your CNAs and RNs.
1. Nurses Feel Stretched Beyond Their Capacity
Workplace stress is a huge contributor to turnover. The healthcare field isn’t exactly recognized as a calm and predictable work environment, and there’s not much you can do to prevent stressful situations with patients in long-term care. However, expecting your nurses to cover your facility’s staff shortages leads to stress and burnout. Working several shifts in a row with no days off, denying vacation time or PTO because of staff shortages, and failing to prioritize your nurses’ mental and emotional health and wellness means you may as well hold the door for them on their way out.
Instead of contributing to workplace stress, find ways to alleviate it. Protect your nurses’ time away and work with BOS Medical Staffing to fill in the gaps in staff. Make sure your nurses’ schedules include ample time for them to recharge.
2. Nurses Feel Undervalued
Feeling disrespected, undervalued, and unappreciated makes any job difficult. But when you recognize your CNAs and RNs for a job well done, they are more likely to stay on staff. Be sure to reward your nurses with something tangible ( a gift card, perhaps) when they go above and beyond. Show your staff how much they are respected, valued, and appreciated by treating everyone to a catered lunch once a month. Your nursing staff will be motivated to go that extra mile and stick around. And for such a minimal investment, you will reap the rewards and save on your onboarding costs.
3. No Opportunity for Career Development
Some nurses hire on expecting that their hard work and dedication will lead to a managerial position. Others begin work hoping to acquire the skills and tuition to pursue a higher degree. If your facility doesn’t recognize those nurses who desire a move up the ladder, an advanced degree, or the means to develop their professional skills, those nurses may find one that does. Find out your nurses’ aspirations and expectations before you hire them. Develop programs that will usher them into the roles to which they aspire. Partial tuition reimbursement, certification programs, a path to becoming a nurse manager or lead nurse, or any training that grows their potential and skills. Once they are invested, they will likely stay.
4. Poor Management
The schedule for nursing staff at a long-term care facility is hectic at best. But in patient care, you cannot afford any mistakes or misunderstandings. When those in charge are poor at managing a change is essential.
If your staff turnover is high, you may suffer from poor management. Take the needs of your patients, as well as your CNAs and RNs, into consideration and make changes ASAP. Schedule exit interviews and find out if there is a sense of dissatisfaction among your nursing staff. Replace poor management or implement a professional management training program.
Attract the right staff and facilitate retention from the beginning by following these tips. The secret to retaining CNAs and RNs comes down to these four issues. For more ways you can improve retention contact BOS Medical Staffing today.
