NURSING 27
Create a poster in which you present your topic. Below is a link to a sample poster and template.
Sample of how the Template should be is uploaded
The poster must include a synopsis of all of the above work you’ve done, neatly and creatively arranged in the order of the template. If you were able to instruct, implement, or otherwise present your ideas to the target audience, be sure to have a detailed evaluation. Was the goal achieved? You may submit the poster to your clinical instructor or photograph it and submit the photos to the drop box below.
Topic: Quality Improvement
Healthcare Staff
Retention
Project
By Natalie Burnell
Posted with permission by student 9-3-20
Healthcare Staff Turnover
Worldwide theres a growing shortage of healthcare workers. The amount of
turnover in healthcare workers is enormous. This can have huge costs for
organizations and impact the quality of patient care. It also effects the employees
themselves and their job satisfaction.
Project Goal
The goal of this project is to increase
staff support, engagement and
employee satisfaction in the effort to
decrease turnover, call ins and intent
to leave healthcare jobs.
Literature Review on Turnover Factors
Covington-Ward, Y.
(2017)
Four themes surfaced for the motivation
for doing direct care work from these
interviews. These themes were passion
for care work, quick money, easily
obtained employment and direct care
work as a pathway to other health
occupations. Most were satisfied with
their jobs although saw their jobs as
temporary/transitional employment.
They also believed that their jobs lacked
the ability to be able to have any
mobility. This study suggests that more
should be done to make direct care work
more rewarding and attractive for
African immigrant workers. Other ideas
for consideration include higher wages,
sign on bonuses and employer supported
advancement opportunities.
Gray et al. (2017)
Common themes evolved from
this review including the
importance of employee
engagement in any intervention
development and the
implementation process. The
review found from a quality
improvement perspective theres a
strong rationale for the promotion
of mental health in the workplace.
The results point towards a further
need for research on
organizational level interventions
to promote mental health
particularly in the need to for
more research in low- and middle-
income countries.
Heidari et al. (2017)
Discovered the intention of new
graduate nursing turnover was a
repeated concern. It could be reduced
via improving the nurses working
conditions and support. This can be
accomplished by attention to the shift
requests, stress reduction, job stress, on
time payment of salaries, encouragement
of staff, support by managers, and
proper strategies for any layoffs. Job
satisfaction of nurses do affect their
intent to stay and it also improves the
quality of nursing care.
Radford et al. (2017)
Found that employees were
satisfied with their jobs to
different extents and therefore
suggests that there is an
opportunity for residential care to
look at the practices within the
community care sector to improve
employees intention to stay.
Practices could look at
redesigning roles to increase
autonomy, focus on
interprofessional team
development, improving team
culture and more virtual
supervision to increase
satisfaction.
Improved working
conditions and
employee support
Promotion of
engagement and mental
healthMotivation for direct care
work
Improving employee practices
Healthcare Workers
Support Project Overview
1. Pay increase of 10% above market rate for the area
2. Employee Appreciation Committee formed
3. Career Ladder Developed
4. Organizational Funds assembled and budgeted
each fiscal year to include employee professional
development
Employees needing support was a theme that evolved from
the literature review. Therefore, the project to reduce
turnover or increase retention will start with implementing
4 initiatives.
Staff Education on the Project and Implementation
Information on the wage adjustments, opportunities for employee
appreciation committee, career ladder and employee professional
development funds will be disseminated first via an employee meetings then
follow up postings and a detailed letter sent to each employees home.
Timeline
The project will start immediately following the completion of the annual employee satisfaction
survey and continue each quarter for a year. Employee satisfaction, turnover, call ins and intent to
leave will be measured for a baseline and then once a quarter for a period of one year. Each
quarters data will be examined to determine if its trending in the expected direction and if any
modifications should be made.
Baseline
September 2020
3 months
Month
6 months
Month
9 months
Month
12 months
Month
Staff resources available (including for questions and/or
clarity) include their direct supervisor and Human Resources.
Employee Supervisor Human Resources
Happy Employees = Happy Patients
References
Covington-Ward, Y. (2017). African immigrants in low-wage direct health care: Motivations, job satisfaction, and
occupational mobility. Journal of Immigrant and Minority Health, 19(3), 709-715.
http://dx.doi.org/10.1007/s10903-016-0400-8
Gray, P., Senabe, S., Naicker, N., Kgalamono, S., Yassi, A., & Spiegel, J. M. (2019). Workplace-Based Organizational
Interventions Promoting Mental Health and Happiness among Healthcare Workers: A Realist Review.
International Journal of Environmental Research and Public Health, 16(22). https://doi.org/10.3390/ijerph16224396
Nursing staff retention: Effective factors. (2017). Annals of Tropical Medicine & Public Health, 10(6), 14671473.
https://doi.org/10.4103/ATMPH.ATMPH_353_17
Radford, K., & Meissner, E. (2017). Job satisfaction and intention to stay within community and residential aged care
employees. Australasian Journal on Ageing, 36(3), E1E6. https://doi.org/10.1111/ajag.12416
http://dx.doi.org/10.1007/s10903-016-
http://dx.doi.org/10.1007/s10903-016-0400-8
https://doi.org/10.3390/ijerph16224396
https://doi.org/10.4103/ATMPH.ATMPH_353_17
https://doi.org/10.1111/ajag.12416
