Staff Retention Policies - page 3

I work on a great unit that's trying to come up with incentives to make staff want to stay on our floor for a long time. We have decided to make a retention policy and are brainstorming ideas such as... Read More

  1. by   LadysSolo
    Quote from 3peas
    If a hospital looked at big picture financially instead of the quarterly bottom line they would find that adding A/one staff member could improve morale, efficiency, improve retention. Which would then decease turnover, education costs, call in time, overtime costs..... I mean just think if they added two! Mind blown!
    This happened at a SNF I cover - the STNAs kept telling the DON that there would be fewer falls with one more staff member. The DON LISTENED and did a study, and found out that with one additional staff member there were fewer falls, so she gave them one additional STNA per shift and made them promise she would not hear call lights going off then. The entire staff was thrilled that she LISTENED and gave them one more STNA.
  2. by   Leader25
    Our policy had no floating after 15 years ,worked well until it got screwed up by whining junior staff.
  3. by   bellini
    Quote from Ruby Vee
    The jobs I've stayed at were the ones where I was treated as a respected professional by my manager, by her boss and by her boss's boss. I could step on an elevator with the Director of Surgical Nursing for a 1000 bed hospital and she not only recognized me as one of "her" nurses, but she remembered my name and used it when she greeted me and asked if the rain/snow/sunshine/whatever had messed up my commute/weekend/whatever. On Christmas, Thanksgiving and Easter the hospital staff were all treated to a free meal served by hospital management -- from the Chairman of the Board to the CEO to the various department heads. They each signed up for a holiday meal on a rotating basis. The medical director of our unit stopped in every major holiday with a basket of home-made goodies he had made with his own two hands (sometimes with the assistance of the newest crop of interns on service). When you went to any of the physicians with a concern, they listened and if they disagreed with you, they did so respectfully. (And if they DIDN'T, they were promptly straightened out and delivered an appropriate apology. Meaning the intern who chewed me out in front of the entire unit apologized in front of the entire unit, and if the apology was inadequate -- which was rare -- he had to repeat it until he got it right. Or they weren't back the following year.)

    The manager -- who wasn't an ICU nurse -- listened to those of us who WERE ICU nurses and took our advice. If, for some reason, she couldn't follow our recommendations (recalcitrant upper management for example) she met with us to explain the situation and we all worked together to find a different solution. If there was no different solution to be had -- for instance staffing sucked because everyone wanted to go to the funeral of a colleague, she talked to her peers in the other 8 ICUs and paid overtime to anyone who would volunteer to come in and relieve one of our nurses for part of a shift. Everyone who wanted to got to go to either the funeral or the visitation. The day shots were fired on our campus, our manager was right there on the unit with the rest of us, disseminating information as she got it, listening to everyones fears/concerns/ideas. When the blizzards hit, she camped out in her office for the duration and during the hurricane, she was unavailable so her boss was on the unit. Neither our manager or her boss was able to take a patient, but they answered the phones, ran specimens to the lab, fetched icewater for visitors and kept the coffee pot going. In short, they were there, helping, getting their hands dirty and no doubt ignoring some of their own work to do so. If I hadn't had to relocate, I'd still be there.
    This just not exist anymore.
  4. by   bellini
    Quote from bellini
    This just not exist anymore.
    I wish I were a Nursing Sister of Yore; i.e. a nun. Then I might be able to deliver this.

  5. by   morelostthanfound
    This is such a pressing problem in nursing today and one that I (and many others) have commented on here in like threads. What makes me see red about this whole issue, is that hospital management is FULLY aware of the steps needed to retain quality employees-no administrator could be so obtuse as to NOT know what the real core issues at hand are here. Instead, they (management) would rather have their 'brainstorming' groups with staff and disingenuously talk around the elephant in the room, instead of effectively addressing the problem-that would hit them in their pocketbooks-ouch! Staff don't care so much about pizza parties or acknowledgment of Nurses' Week.... Instead implement and strictly adhere to safe and reasonable nurse/patient ratios, don't task nurses with additional BS, offer competitive pay and restore the benefits and pay that have steadily been whittled away for twenty-five years. Personally, I absolutely refuse to engage in these silly discussions that are inane and serve no purpose whatsoever!
  6. by   KatieMI
    Quote from MrNurse(x2)
    I left my management after three decades. Why? I had it with the condescending seniority remarks. Had a patient admitted with GI bleed that turned out to be a basilar skull fracture, that I caught, not the docs. I was told that was expected because of my experience. Two docs dismissed this man's chest pains, I stuck on it until he made it to the cath lab, once again, expected. Meanwhile a new nurse gets recognized hospital wide for dealing with a screaming patient who was heard throughout the whole unit when he occluded his fem-pop. I was not the only multi decade nurse to leave, half of our experienced nurses left. I now work a facility that listens to what I have to say and treats me as an adult.
    I was disciplined more than once for catching things everyone else missed (like retroperitoneal bleed) and for performing physical exams the way they intended to be. I was told that it should be more senior nurse's responsibility to do so and that doing physical was "needless disturbance".

    Thanks God that after year of this I found a unit with a blaring acute need of a SMART nurse.
  7. by   MrNurse(x2)
    Quote from cyc0sys
    I completely agree with the statement above.

    But as a previous poster mentioned, that's what's expected of you. After all, you're with the patient 8-12 hours per day. Surly even the most lowly skilled and lowly paid professional could recognize those medical s/sxs because the Docs are too busy solving the riddle of the Sphinx..
    The skull fracture? Still on the stretcher from ER, the MI, just admitted and 30 minutes into my shift. The real reason this ER went downhill so far? Throughput. More energy spent on low wait times than effective medicine. The end result of bringing customer service into medicine.
    ETA: I got the sarcasm in the post. Well played.
    Last edit by MrNurse(x2) on Mar 6
  8. by   Leader25
    Plus we have really awesome staffing and our bosses will put on scrubs and help out on the floor or work a little while to prevent us from being too short staffed.

    I am speechless, our manager stated that helping out when understaffed or census surges "is not her role".
    How you like them apples?
  9. by   mmc51264
    we have those in place. We need to work on the <3 year group.
  10. by   NsugaBuga
    How long is a long time?

    If it's great in your eyes, why don't people want to work there for a ‘long time'? Ask not yourself, but the nursing staff.

    I refuse to stay working at a place with constant short staffing. The workplace can start there at least.

    I also find it important that admin. have at least some nursing background so as to understand the importance of staffing & other nursing issues.
    Last edit by NsugaBuga on Mar 7 : Reason: adding to my comment
  11. by   Crush
    Quote from Leader25
    , our manager stated that helping out when understaffed or census surges "is not her role".
    How you like them apples?
    Pitiful. I am grateful I have had some amazing managers then.

    It is rare for us to have short staffing though.
  12. by   RNperdiem
    The trend in the modern workplace is to look at the short to moderate term. Nursing has so many opportunities, that once people get some experience they look for a better job.
    Another more recent trend in nursing is to use bedside nursing as a stepping stone to advanced practice. Sometimes I wonder that if departments want nurses who will remain at the bedside, why don't they hire ASNs?
  13. by   MikeyT-c-IV
    Quote from morelostthanfound
    hospital management is FULLY aware of the steps needed to retain quality employees-no administrator could be so obtuse as to NOT know what the real core issues at hand are here.
    Agree. The problem is, especially in the corporate atmosphere, even our CNO is powerless. The corporate chain of command above our CEO and CNO call the shots. I don't think they truly realize the impact of adequate nursing staff. Or, why would they care? They don't work in this building. Yet we keep hearing "improve the HCAHPS scores." Geesh. We've been dealing with these issues for years yet they refuse to take the action necessary to help the problem.