Effective Approaches of Nurse, Leaders and Managers

Introduction 
Nurses hold significant responsibilities in patients’ healing process. These health professionals provide sick people with social, psychological, and emotional support to overcome specific health conditions. In that light, hospitals should hire enough caregivers to take care of patients. Nurse turnover is a significant problem that affects the quality of care and patient safety adversely.
Nurse Turnover 
Problem Description 
Nurse turnover is detrimental to the quality of care and patient safety. Yaa Akosa Antwi and John Bowblis assert that turnover in hospitals reduces the productivity and effectiveness of patient care delivery and increases the operational cost (Antwi & Bowblis, 2018). In particular, caregivers significantly contribute to the wellbeing of patients due to the development of a trusting relationship. In other words, without that personal bond, it can be difficult for nurses to understand their patients, hence providing ineffective care. When hospitals lack enough caregivers, the few who are present do not develop trusting relationships with their patients since they serve many sick people simultaneously. Besides, for a nurse to develop that personal bond with his or her patient, one must spend more time with the sick person. Viera Wardhani and Aryo Dewanto depict that nurse turnover has become one of the biggest problems in human resources and affects the healthcare industry globally. The rate of nurse turnover ranges from 15% to 44% worldwide (Dewanto & Wardhani, 2018). On that note, this problem should be solved since it has catastrophic impacts on the quality of care and patient safety.  
How Professional Standard of Practice Should Be Demonstrated 
Professional standards of practice should be demonstrated to help rectify the problem of nurse turnover. First, hospitals should provide internship opportunities to students studying nurses so that these individuals can acquire skills and motivation to help community members. Without proper support during training, many young people will not be willing to choose nursing courses. Second, nurse graduates should not be bullied at work, particularly if they are not highly experienced. These caregivers should be nurtured well. As such, hospitals should create a conducive environment for new nurses so that they cannot switch careers or quit due to the hostility by other health professionals. Third, caregivers should be compensated well for the good healthcare services they offer (Wei, Roberts, Strickler, & Corbett, 2019). Salary, good appraisal system, job promotion, career advancement opportunities, and bonuses are some of the things that can be used to motivate nurses. As a result, caregivers can only be retained in the healthcare sector by motivating them and creating an all-inclusive and conducive environment in the hospitals.
Roles of Nurse Leaders and Managers 
Nurse leaders facilitate the development of positive relationships in the workplace and come up with various ways to motivate caregivers. For example, they can enhance nurse retention by implementing an open door policy. When caregivers encounter issues at work, they should be free to ask for assistance from nurse leaders. Nurse leaders should be friendly and welcoming to caregivers so that they can help them to obtain problem-solving skills (Hughes, 2017). Moreover, they should allow nurses to participate in the decision-making process to share their opinions and ideas about how things will be done correctly. Caregivers are likely not to resist change if they are involved in making decisions. Nurse leaders can also mitigate the effect of burnout by implementing a work-life balance program. For instance, caregivers should be given leaves to rest and spend time with their families. Furthermore, these health specialists should be supported when they become sick or face other challenging situations ...