Nurse leaders are facing more challenges than ever before. With a 19.5% average nurse turnover rate,1 healthcare organizations continue to grapple with a growing experience-complexity gap and nursing shortage. On top of this, new nurses have an accelerated time to practice, causing them to feel stressed, apprehensive, and often overwhelmed. It’s no surprise that the average new graduate nurse turnover rate is even higher at 35%,2 or that the nursing workforce has seen the largest drop in over four decades.3
“Every day, I talk to nurse leaders about how many nurses are leaving to travel, or they’re unhappy and just leaving the bedside,” said Kandi Helminiak, RN, BSN, Clinical Nurse Executive at Elsevier, during an American Organization for Nursing Leadership (AONL) conference session, “Retaining Nursing Talent Through an Innovative Systemwide Residency Program.”
Your residency program goals will differ based on your organization’s size, geography, mission, and other objectives. The goals of the program should be realistic, measurable, and authentic to the workplace environment, climate, and culture. Consider what makes your organization unique and weave these elements into the foundation of your program.
Learning solutions should be evidence-based and standardized across your organization to enable consistent and optimal patient care. Innovation is a key factor that opens the door to stronger novice nurse engagement, collaboration, and cultural integration. Today’s dynamic virtual modalities such as role-playing scenarios through gaming, augmented reality (AR), virtual reality (VR), and high-fidelity simulation offer a rewarding personalized learning experience for each learner.
5 Best Practices for Retaining Novice Nurse Talent through Your Residency Program
Clinical eLearning supports nurses during orientation, residency programs, professional development, and practice improvement.
Nurses seeking career changes can leverage Clinical eLearning orientation courses in several specialties, including Critical Care, Emergency, Med/Surg, Pediatrics, Neonatal, and Home Health.
Emerging or existing nurse leaders can benefit from courses designed to strengthen their leadership skills such as becoming a preceptor, charge nurse, NPD practitioner, or nurse manager.
Transition to Practice and Shadow Health are learning and development solutions that help ensure novice nurses are successful at the start of their careers by cultivating a safe space to develop and assess their clinical reasoning and professional skills.
Clinical Skills allows organizations to promote consistent care by combining evidence-based skills and procedures at the point of care with continuing education and competency management functionality.
ClinicalKey for Nursing helps nurses of all experience levels expand their knowledge and support consistent, high quality treatment decisions by answering complex questions based on current evidence.
Complete the form for additional information on these solutions.
1https://www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf 2 Windey, M., Lawrence, C., Guthrie, K., Weeks, D., Sullo, E., & Chapa, D., “A Systematic Review on Interventions Supporting Preceptor Development,” Journal for Nurses in Professional Development, 31(6), (2015):312-323. 3 “A Worrisome Drop In The Number Of Young Nurses.” Auerbach, D., Buerhaus, P., Donelan K., Staiger, D., Health Affairs, April 13, 2022
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