• To consider strategies that could improve the retention of front-line nurses
• To be aware of the role of job satisfaction and effective communication in supporting nurse retention
• To recognise the organisational factors that can affect front-line nurse turnover
Background Nurse retention is a significant issue worldwide, with many nurses planning to leave the profession. Therefore, it is crucial that healthcare organisations and senior leaders identify effective strategies for retaining their employees, who are their most valuable assets.
Aim To explore strategies to reduce the voluntary turnover of front-line nurses from the perspective of senior healthcare leaders.
Method This study used a case study design and a qualitative approach. Semi-structured interviews were conducted with six senior leaders in one US hospital and documents from the organisation’s website were reviewed to gain information on the retention strategies used.
Findings Three themes were identified from the data: job satisfaction, financial compensation and effective communication. Retention strategies used by the senior leaders included a points competition to support recognition of nurses’ work, a stoplight strategy and reports, sign-on bonuses, preceptor incentives, tuition reimbursements, staff shout-out boards and stay interviews.
Conclusion Effective communication, respect, competitive financial compensation, benefits and proper recognition are among the main strategies that senior leaders can use to retain nurses. Shared governance is also important in empowering nurses and subsequently improving retention.
Nursing Management. doi: 10.7748/nm.2021.e1971Peer review
This article has been subject to external double-blind peer review and checked for plagiarism using automated softwareCorrespondence
Duru DC, Hammoud MS (2021) Identifying effective retention strategies for front-line nurses. Nursing Management. doi: 10.7748/nm.2021.e1971
Published online: 07 September 2021
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