Nursing continues to face ongoing staffing shortages in many areas, including medical-surgical units.The recently graduated nurse will take a job in a hospital to gain experience only to leave within one year to pursue opportunities elsewhere.This trend disrupts the staffing mix and results in inadequate nurse staffing ratios, ultimately affecting patient care. Negative outcomes have been linked to having inadequate nurse staffing ratios. This article explores residency programs as a strategy to improve retention and length of commitment for new nurses.
Learning Outcome: After completing this continuing nursing education activity the learner will be able to describe strategies that have been identified as providing support to the nursing staff and combating the nursing retention issue. Learning Engagement Activity: After reading this article, respond to the following self-assessment questions:
• Is nurse retention a priority in your organization? • Does your organization have a Nurse Residency or Mentoring program? • What strategies does your organization use to maintain and support nursing staff? • Is your manager or administration actively involved in these strategies?
Contact hours available until 8/31/2020.
Requirements for Successful Completion: Complete the learning activity in its entirety and complete the online CNE evaluation.
Authors Conflict of Interest Disclosure: The author(s), editor, editorial committee, content reviewers, and education director reported no actual or potential conflict of interest in relation to this continuing nursing education article. Commercial Support and Sponsorship: No commercial support or sponsorship declared.
Accreditation Statement: This educational activity is jointly provided by Anthony J. Jannetti, Inc. (AJJ) and AMSN.
Anthony J. Jannetti, Inc. is accredited as a provider of continuing nursing education by the American Nurses Credentialing Center’s Commission on Accreditation (ANCC-COA)
Anthony J. Jannetti, Inc. is a provider approved by the California Board of Registered nursing, Provider Number, CEP 5387.
This article was reviewed and formatted for contact hour credit by Rosemarie Marmion, MSN, RN-BC, NE-BC, AMSN Education Director.
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8/24/18 12:50 pm
Great information, thank you!
8/29/18 11:55 pm
thanks for this article.
10/7/18 11:12 am
This was a great article! Tools in here that will really help foster a great environment and retain nurses!
5/1/19 2:37 pm
We have a nurse residency program where I work. The new grads are very important to us. We have implemented a nurse preceptor workshop for the older more experienced nurses to attend prior to being assigned to a new grad resident. The program seems to work very well mainstreaming the new nurses but I still see quite a bit of discontent with the new nurses after they are assigned to a unit and they are given patients that are more difficult for their experience level in large numbers. The program is only as strong as the nurse managers on the units.
7/22/19 11:21 pm
Informative article. Provides prospectus of the different generations.
7/23/19 2:44 am
I am a Clinical Director (aka Nurse Manager). Our leadership team is very personable caring supportive and just plain awesome. But, there is always someone pretty, skinnier and with more money....loyalty is hard to come by.
9/19/19 9:55 am
I served on a hospital committee that worked on retaining nurses on hospital units. I found this article informative. I liked how they nicely broke down the generational differences.
10/10/19 12:43 pm
This is a topic I have researched and I'm finding that nurses value different things nowadays compared to years ago. It's been reported to me that "the perfect schedule and more money and I would never leave ".
Ingrid Santa Maria
1/18/20 5:42 pm
Great article! Thank you
4/28/20 1:53 am
It gave some great information. I love the generational chart.
5/16/20 12:42 pm
I loved this article! It is perfectly written to the unit I have been on for 18 years. We have a mix of age groups but there are 4 of us who are in the baby boomer era and it shows. The turnover is crazy at times and I have seen 5 managers come and go. Hopefully we can get more stable and retain staff like we used to. Great reading!
7/9/21 5:23 pm
. Retaining nurses should
be a goal of nurse managers. Preventing new nurses from
quickly leaving their positions due to poor staffing, lack of
supportive environment, and overall job dissatisfaction is
essential to healthy work environments. Nurse managers
should make it a priority to implement strategies to preserve
and support all nursing staff