Effective Approaches in Leadership and Management in Retention of Nurses

    Effective Approaches in Leadership and Management in Retention of Nurses   Student Full Name Course Full Name Course Full Name Instructor Full Name Due Date   Effective Approaches in Leadership and Management in Retention of Nurses The complex nature of the public health system implies that challenges should be addressed through extensive consultation and collaboration among key stakeholders. The issue of nurse retention, for instance, is influenced by a variety of reasons and forces in that there is no universal approach to providing sustainable solutions. In this case, a sustainable solution allows hospital organizations to retain their nursing staff. The reasons that lead to high nurse turnover rates range from personal, economic, social, to political (Halter et al., 2017). These reasons intertwine with each other making it difficult to provide a universally sustainable solution. Therefore, nurse leaders and managers should consult and collaborate extensively among themselves and other stakeholders to provide context- or situation-based and universally acceptable remedies to high nurse turnover rates to minimize its cost on the public health system. Prevalence and Impact of High Nurse Turnover Nurse turnover refers to the action of nursing staff leaving or transferring within an institution or organization. According to Kovner et al. (2014), 17.5% of new nurses go to their first job within a year of employment. Lockhart (2020) further adds that an additional one-third leave within two years and that hospitals are increasingly struggling to hold on to novice and experienced nurses. The National Healthcare Retention and RN Staffing report established a 19.1% national nursing average turnover rate. This figure is projected to grow, given the current nursing vacancy rate of 8% (NSI, 2021). The worrying rates of nurse turnover significantly impact both healthcare organizations and the public health system. According to Lockhart (2019), "it costs up at least $40,300 to replace a clinical nurse and average hospital loses up to $6.9 million annually in replacing nurses.” Further, Dewanto and Wardhani (2018) established that nurse turnover disrupts hospital service operations, access to care, patient satisfaction, and community health outcomes. While there are efforts to reduce nurse turnover, measures and involvement of nursing managers and leaders rely on the professional standard of practice (Halter et al., 2017). Professional Standards of Practice to Enhance Nurse Turnover The current professional standards and practices focusing on the retention of nurses cover three core areas: autonomy, recognition, and communication (Tang & Hudson, 2019). The American Nurses Association is currently running a Magnet Recognition Program. In the program, autonomy is defined as nurses' ability to assess and perform actions based on professional expertise, knowledge, and competence. Clinical autonomy gives the nurse authority, freedom, and secretion to judge in line of duty. On the other hand, autonomy over control of nursing practice allows nurses independence, authority, and discretion in making decisions involving practice settings, including policies, governance, and organizational structures (Dewanto & Wardhani, 2018). Further, nurses who utilize their freedom, authority, and discretion in making good judgment should be recognized to enhance nurse turnover. Lastly, communication plays a central role in how nurses can enjoy autonomy and how they are identified. Nurses who want autonomy and are recognized for their efforts are more likely to be retained in a facility. CDC recommendations call for consistent communication between health facilities and local healthcare coalitions, organizations, and local, state, and federal health partners (CDC, 2021). According to Lockhart (2020), effective communication among nurses at all levels of leadership are vital in enhancing the retention of the nursing staff. Therefore, as Halter et al. (2017) argued, there are professional standards and practices to improve the retention of the nursing staff.               The role of nursing managers and leaders is critical in the implementation of professional standards and practice. Nurse managers oversee the day-to-day operation, train and supervise team members, handle escalated patient situations, maintain electronic health records, and hire and evaluate nursing staff, among other roles (Witges & Scanlan, 2014). They are, therefore, best-placed to understand the causes of high nursing turnover. Their experience, insights, and observations, coupled with evidence, can help shape decisions to reduce high turnover rates in nursing staff. On the other hand, nurse leaders oversee a team of nurses by making decisions and directing patient care initiatives. They also supervise nurse managers who are part of the team of nurses. Leaders can influence dec...