Staffing

Atl-Murse · Sep 16, 2016

I am still baffled when management ask how to attract and retain staff. Pay more than the competition and you will attract the best. Pay a lot more than the competition and you will retain the best. It's 95% about the money.

MrChicagoRN, RN · Sep 16, 2016

Money, benefits, staffing are all important, but the big motivators for people staying or going are their relationships with their manager and/or coworkers.

Every job I've ever left has resulted in a pay increase (except one), but I didn't leave for the money. A few jobs I would've taken less money to escape a toxic environment.

Money has been found to be a short term motivator. Give someone who hates their job but is offered a big raise may stay a little longer, but not all that much longer. Sometimes a job is just intolerable.

Editorial Team / Admin · Sep 16, 2016

Has anyone asked for input from those leaving on why they are leaving? That will at least identify what motivates them to leave, and identify what management needs to work on to retain people.

StNeotser, ASN, RN · Sep 16, 2016

My experience with working at a perpetually short staffed floor or facility is the short staffing perpetuates the staff turnover. Working short a little can be done, but months at a time takes a toll on anyone.

The workplace needs to be adequately staffed. That's one answer, but there isn't much to work with here in the question.

MunoRN, RN · Sep 17, 2016

I don't think it's all that complicated; if people are always leaving because it's a ****** place to work, then make it a less ****** place to work.

Cat365 · Sep 17, 2016

Also you can't just hire a lot of inexperienced people all at once. Get a good mix so that you have some inexperienced people, but others who know their stuff. Make sure that management is backing your people. I won't stay at a job where I'm drowning while my manager is sitting in their office.

Money is a start, but I won't stay in a toxic or chronically short staffed environment.