The Nurse Retention Crisis
The days of staying at a job until retirement have gone by the wayside. The next ten to twenty years are predicted to have a shortage in nursing (Lartey, Cummings & McGrath, 2014). Administrations and managements systems are diligently studying the possible strategies to promote productivity, decrease call outs and improve retention in the positions (Lartey, Cummings & McGrath, 2014). The prediction of a shortage of nurses by the year 2018 will be augmented with nurse retiring, changes in healthcare delivery and other financial changes (Grossman & Valiga, 2013)
The nursing turnover leads to an increase in the cost of training new hires and a less experienced staff which can be an additional source for the lack …show more content…
The retirement of an aging workforce is not a preventable cause for lack of retention and can be predictable with staffing examinations. Fatigue is listed as one primary reason for resignation with a nurse within the first year of employment (Lui, Wu, Chou, Chen, Yang & Hsu, 2016). Exhaustion from working with insufficient resources and lack of staffing can add to the stresses of the nursing job (Lui, Wu, Chou, Chen, Yang & Hsu, 2016). The nurse can be working long hours to cover sick outs and lack of staffing without the resources and ancillary staff. This situation can cause fatigue and lead to increase absenteeism, lack of job satisfaction and seeking employment in a more desirable …show more content…
The impact of the departure of the experienced nurses to other facilities or early retirement can be costly (Lartey, Cummings & McGrath, 2014). This retention issue extends to leadership and management. The lack of retention leads to a deficiency in the experienced senior nursing staff which tend to be the staff who becomes leaders. The evolution of nurse leaders become altered as there are less experienced nurses to select (Lartey, Cummings & McGrath, 2014). The loss of the knowledge and wisdom when these senior nurses retire or leave the healthcare system is very costly ((Lartey, Cummings & McGrath,
The days of staying at a job until retirement have gone by the wayside. The next ten to twenty years are predicted to have a shortage in nursing (Lartey, Cummings & McGrath, 2014). Administrations and managements systems are diligently studying the possible strategies to promote productivity, decrease call outs and improve retention in the positions (Lartey, Cummings & McGrath, 2014). The prediction of a shortage of nurses by the year 2018 will be augmented with nurse retiring, changes in healthcare delivery and other financial changes (Grossman & Valiga, 2013)
The nursing turnover leads to an increase in the cost of training new hires and a less experienced staff which can be an additional source for the lack …show more content…
The retirement of an aging workforce is not a preventable cause for lack of retention and can be predictable with staffing examinations. Fatigue is listed as one primary reason for resignation with a nurse within the first year of employment (Lui, Wu, Chou, Chen, Yang & Hsu, 2016). Exhaustion from working with insufficient resources and lack of staffing can add to the stresses of the nursing job (Lui, Wu, Chou, Chen, Yang & Hsu, 2016). The nurse can be working long hours to cover sick outs and lack of staffing without the resources and ancillary staff. This situation can cause fatigue and lead to increase absenteeism, lack of job satisfaction and seeking employment in a more desirable …show more content…
The impact of the departure of the experienced nurses to other facilities or early retirement can be costly (Lartey, Cummings & McGrath, 2014). This retention issue extends to leadership and management. The lack of retention leads to a deficiency in the experienced senior nursing staff which tend to be the staff who becomes leaders. The evolution of nurse leaders become altered as there are less experienced nurses to select (Lartey, Cummings & McGrath, 2014). The loss of the knowledge and wisdom when these senior nurses retire or leave the healthcare system is very costly ((Lartey, Cummings & McGrath,