CNOs must provide career pathways and robust wellbeing support systems to improve nurse retention, say these nurse leaders.
Retention is struggle for all leaders in healthcare, including CNOs.
Predictions about the nursing workforce are somewhat grim, with many studies suggesting that nurses plan on leaving the workforce in the near future. That coupled with existing shortages and continuing issues with nurse turnover, does not bode well for the industry.
So, while health systems might have different approaches, there are several creative retention strategies that CNOs should take into consideration.
The Winning Edge for Keeping Nurses Happy webinar included three experts on the subject: Peggy Norton-Rosko, senior vice president and CNE, University of Maryland Medical System; Abigail Rudy, vice president, nursing adult critical care, Penn State Milton S. Hershey Medical Center, and Courtney Green, vice president of nurse and staff solutions, QGenda.
The panel discussion included three key points about retention strategy.
Support at every career stage
Nurses are multifaceted individuals with needs that must be met both at work and at home. CNOs must take the time to understand each nurse's individual needs and goals. For new-to-practice nurses, many of whom are Gen Z, the panelists recommended that nurse leaders meet with them within the first 30 to 90 days of their employment to discuss their career path. Then, come up with a road map for how they can accomplish those goals.
The goal should be to create a space where nurses are not afraid to approach leaders with their needs. Gen Z nurses in particular appreciate emotional connections with the people they work with, according to the panelists, and they enjoy recognition.
For more tenured nurses, the goal is to create opportunities for them to share their knowledge with the next generation of nurses. This might involve having them enter virtual nursing or telehealth positions. For nurses who have family members to care for at home, the panelists emphasized the importance of flexibility. Leaders must be able to empathize and help their nurses navigate through life changes while they continue to work.
Professional development opportunities
Nursing is a dynamic career with many pathways to success, and CNOs are responsible for equipping nurses with the skills they need to grow and mold their careers. Professional development is not only critical to nurse retention, but it is also the key to succession planning and fostering the next generation of nurse leaders.
According to the panelists, CNOs should focus on building leadership pipelines that help bolster the nurse's career path. Nurses should be able to cross train, participate in leadership development, and obtain certifications for other skillsets.
One key benefit that CNOs should consider is tuition assistance. The panelists explained that for many nurses, the cost of certification or continuing education is the one barrier standing in their way. If health systems are able to cover the initial costs up front, that can help lift financial burdens off of nurses who are ready to advance their careers.
Centering wellbeing
CNOs and other nurse leaders must also prioritize nurse wellbeing to maintain the sustainability of the workforce. This is done by creating a work environment that is as safe, efficient, and barrier-free as possible.
First and foremost, health systems must provide mental health support systems for nurses, through EAP programs and other resources. The panelists recommended mental health counseling and stress first aid, which equips nurse leaders with evidence-based stress response practices for when incidents occur. CNOs can also advocate for physical spaces in the health system where nurses can go to find a moment of relaxation in their day.
More specific strategies can include initiatives to improve individual wellbeing. For instance, promoting sleep schedule recommendations for nurses who work a mixture of days and nights. CNOs should get in touch with their workforce to see what their wellness needs are, and then make sure to provide the kinds of support they need.
This webinar is sponsored by QGenda.
G Hatfield is the CNO editor for HealthLeaders.
KEY TAKEAWAYS
CNOs must take the time to understand each nurse's individual needs and goals and provide support at every stage of their careers.
Professional development is not only critical to nurse retention, but it is also the key to succession planning and fostering the next generation of nurse leaders.
CNOs and other nurse leaders must also prioritize nurse wellbeing by creating a work environment that is as safe, efficient, and barrier-free as possible.