Recruiting Advanced Practice Providers (APPs) can be challenging, but your organization’s work isn’t done once a position is filled. To ensure your Neonatal Nurse Practitioners (NNPs) and other healthcare professionals stick with you, you’ll also need to implement effective retention strategies. Here are some examples from other hospitals to consider applying in your own healthcare organization.
1. Understand Career Advancement Needs
Data shows that career advancement opportunities are highly sought after among healthcare employees. In fact, in 2022, lack of advancement opportunities was cited as a major reason for resigning. Fortunately, career advancement can also be used as a component of your workforce retention strategy. Employers who provide learning and development opportunities are often more likely to have employees who want to stay. Discuss career advancement options with your providers so you understand their aspirations and offer the resources to support them as they grow with your organization.
2. Develop a Supportive Culture
The staffing crisis is by no means at an end, meaning healthcare workers are filling gaps, working longer hours, and picking up extra shifts. These stressors can affect NNPs in terms of mental health, job performance, and even physical wellness. Some hospitals foster a culture of support through mentorship programs or peer-led groups. Not only does this allow providers to feel better supported and more confident in their role, but it can also lead to greater camaraderie, job satisfaction, and patient care.
3. Promote a Work/Life Balance
With longer shifts and demanding work, healthcare is among the most challenging industries for maintaining a healthy work/life balance. Yet, there are strategies you can use to foster a workplace in which your employees’ home lives and other responsibilities are respected. Allowing for flexible schedules is a good start, but consider other ways you might be able to make your providers’ lives easier. Some healthcare organizations provide gym memberships, offer high-quality food options to eliminate the hassle of packing lunches, or assist with childcare arrangements.
4. Offer Competitive Compensation
NNPs and other providers work in healthcare because they’re passionate about it, but as with any role, they deserve fair pay. Attracting new NNPs requires you to make an offer that’s competitive within your market, but if you want them to stay, you’ll need to follow through after they’ve accepted the position. Experts at healthcare systems agree that means refreshing compensation at least a year, if not more frequently.
5. Embrace Generational Differences
The workforce spans several generations now, each of which brings a unique set of values and expectations to their roles. Communication styles, attitudes, and priorities can affect everything from interactions between colleagues to how each generation approaches work. Differences among groups such as Baby Boomers, Gen X, Millennials, and Gen Z can be stark. Healthcare leaders should focus on developing a level of generational understanding to manage teams effectively. You can also build generational competence by hosting workshops and training on differences among professional age groups to create a sense of understanding and sensitivity.
Recruitment and retention can be challenging even with the best workforce strategies. Turn to Ensearch for assistance with attracting, recruiting, and retaining NNPs. We have an excellent track record of expanding the workforce in hospitals and other organizations by filling their openings with the most qualified talent. Get started on your search by scheduling a consultation with Ensearch today.
