4. Use RJP -- Realistic Job Previews -- so potential new hires completely understand what they are getting into. Make sure they understand that they will probably be working most holidays, perhaps evenings, and that much of what they will encounter in their first year of nursing may not resemble what they anticipated when they were in nursing school. "It is why 27% of new hires don't last a year. They don't get it. What can you show them that smacks their senses," Finnegan says.
5. Implement tipping point interviews. Make sure that supervisors have regularly scheduled "tipping point" interviews with new hires to gauge progress and satisfaction. "You can't just say 'good luck.' You can't just walk down the hall and say 'How ya doing?' That's a greeting, not a meeting," Finnegan says.
6. Develop manager relationships that foster trust. "Think of the role that trust plays because it is in everything,"
7. Train managers to conduct "stay interviews" with staff at least once a year. Find out what makes them happy. What concerns they have. Try to address the issues they raise. If an issue can't be resolved, explain why. "The irony is that in marketing you are always asking the customer what they want, but we don't do that with employees," Finnegan says. "The fear is that they will want more money. No. They won't. But they will be thrilled that somebody has asked."