Innovative Ways to Improve Recruitment and Retention Strategies

Transcription

1 Innovative Ways to Improve Recruitment and Retention Strategies Debora L. Williams,BSN,RN-BC Nursing Education Kosair Children s Hospital debbie.williams@nortonhealthcare.org

2 Presenter Disclosure information Debora L. Williams BSN,RN-BC Innovative Ways to Improve Recruitment and Retention Strategies Financial Disclosure I have nothing to disclose

3 Learning Objective 1. Examine innovative ways to improve recruitment and retention strategies.

4 Norton Health Care launched Norton Navigators an 18 month mentoring program that matches new graduate nurses with experienced nurses in 2005.

5 Kosair Children's Hospital Norton Suburban Hospital Norton Hospital Norton Brownsboro Hospital 10,900 Employees in 5 Hospitals 183 Navigators 1371 Protégés (New Graduates) Norton Audubon Hospital

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7 SINK OR SWIM $82,000-$88,000 per nurse in turnover (JONA 2008)

8 Measurements of Success

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10 Reality Shock New commonly graduates go through these stages of reality shock in their transition from school to work 1. Honeymoon stage 2. Shock Crisis 3. Recovery 4. Resolution

11 Matching Process To facilitate the professional development of the new nurse and ease role into practice To foster a supportive caring environment To provide a seasoned nurse with an opportunity to contribute to the growth of a colleague (Generativity vs. Stagnation) To provide a supportative environment within the community and a healthy workplace environment for nursing

12 Professional Practice Navigators assist with Protégées Application of role integration with new nurses " Retention by means of personal relationship " Better understanding of nursing role staff development and career guidance " Job satisfaction decreased horizontal violence and healthy workplace environment " The opportunity for a seasoned nurse to pass the torch in career development Personal life alterations Monetary Navigator reward:6mth $ mth$ mth$1,000.00

13 Professional Responsibility Listener/Communicator Challenger Advocate Resource person Coach/Guide Facillitator/Networker Role Model Possesses wisdom and experience Navigator role

14 Primary basis for achieving recognition Key stakeholders team approach Thank you notes News letter s Social Activities Ongoing Education T-Shirts Protégées Meetings with their managers Peer Interviews How to read paychecks Weekly meetings with managers Orient to other areas prior to pulling them their Helping hands Pictures of orientee s on unit Focus groups Buddy system Personal greeting from HR at the time of hire Culture to protect new grads Reception welcoming new grads Teach them how to fill out vacation requests 6:1

15 Transformational Leadership " " " " " Create a vision for the future Communicate each department s part in achieving change Tran Listen, challenge, influence, affirm sfor morganization atio Transform the to retain new nurses n a l Le to work Provide a Safe environment ade rshi p

16 Quality Outcomes What difference has the Navigator mentoring program made? Navigator has a personal reward Relationship building both in and out of the workplace Job Empirical satisfaction Outcomes for both parties Increased feelings of self worth Monetary reimbursement for Navigator Saved cost of orientation Increased retention Increased patient safety

17 Engagement All members of the team

18 Quote The good teacher explains The superior teacher demonstrates The mediocre teacher tells The great teacher inspires. Patricia Benner We want to inspire new graduate nurses

19 Sustainability The mentor should want to mentor Planning an education schedule to introduce new ideas and keep the program current Building relationships Structure and non structure and a place for each Protégée should aspire to mentor

20 Future Mentoring Programs Hospital specific or System wide Unit specific/ Department specific Can be Multidisciplinary

21 Lessons Learned Mentors/Navigators should not be matched on the same units where they work Educational programs need continual updating Event planning for new grads pose problems Need administrative support in all areas

22 Conclusion Retention of new employees is an important challenging and inclusive use of specialized skills and knowledge of all team members. Write down three things that you and your leadership team want to implement and accomplish regarding retention in your facility.(1.2.3.)

23 References Health Care Advisory Board (2000). Reversing the flight of talent: Nursing retention in an era of gathering shortage.washington,dc:author. Shaffner, Julie and Ludwig- Beyner,Patti.(2003) RX for the Nursing Shortage, Chicago Illinois:Health Administration Press.. Anderson, Cherri D. and Ruthie R. Mangino. Nurse Shift Report: Who Says You Can t Talk in Front of the Patient (Bedside Reporting)? Nursing Administration Quarterly April June 2006: Bankoski, Linda. Making Spa Peace and Harmony a Reality: Dealing With Staff Conflict.: Accessed at on March 14, Boychuck Duchscher, J. E. and L. O. Cowin. Multigenerational Nurses in the Workplace. Journal of Nursing Administration 2004: Dunn, Herbert. Horizontal Violence Among Nurses I the Operating Room. AORN Journal December, Accessed at on March 14, Hastie, Carolyn. Horizontal Violence in the Workplace. Birthplace International: Specialists in Birth and Midwifery Accessed at on March 14, Hill, K. S. Defy the Decades With Multigenerational Teams. Nursing Management 2004: Levin, Roger. Measuring Patient Satisfaction. JADA March 2005: Longo, Joy and Rose O. Sherman. Leveling Horizontal Violence. Nursing Management March, 2007: McKena, Brian G., et al. Horizontal Violence: Experiences of Registered Nurses in Their First Year of Practice. Journal of Advanced nursing April 2003: Pawar, Manoj. Five Tips for Generating Patient Satisfaction and Compliance. Family Practice Management June 2005: Saultz, John W. and Waleed Albedaiwir. Interpersonal Continuity of Care and Patient Satisfaction: A Critical Review. Annals of Family Medicine September/October, 2004: Vance,Connie and Roberta Olson. (1998)The Mentor Connection in Nursing..Springer Publishing Company Wilder, B. Study Shows Face to Face Changes Could Improve Transfer of Patient Care Information. Columbus Business First September 17, 2004 Zemke, R., et al. Generations at Work: Managing the Clash of Veterans, Boomers, Xers, & Nexters in Your Workplace. New York: AMACOM (2000).

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