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. 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?
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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 ".