Most healthcare organizations promote the idea that their “people are their #1 asset”, yet some experience higher turnover than they’d like, or find that it’s a struggle to attract the caliber of candidates that would add the most value to their facility.
This begs the question: How do you attract the best nursing staff, then get them to stay?
Know that it’s not all about the money
In our experience, only about ten percent of nurses will change jobs because of money.
Today, it’s commonly accepted that money doesn’t impact happiness after a $75k annual salary has been achieved. This is relative and will vary with the cost of living, financial commitments, and the individual. However, it illustrates a key point:
We all still have basic human needs – achieving significance, contribution, and growth.
In order to effectively motivate your staff to outstanding performance, each of these factors must be provided by your facility. Getting there doesn’t necessarily mean more spending, but it does mean spending in the right areas.
Start hiring the right people, and hire enough people
The fastest way to burn out your unit is to understaff it. The message it sends to your team is that they are undervalued, and your last priority. Rather than waiting until the need is urgent and your staff is on the verge of a meltdown, bring in locums or hire more NNPs.
Invest in outstanding leadership
Good leadership can turn around a dying organization, increase productivity, and unite a team under your organization’s outcomes and long-term goals.
On the other hand, poor management and leadership is a huge factor in attrition, and encompasses many of the smaller reasons for nurses leaving an organization:
- poor collegial relationships with doctors
- issues with a peer
- shift reconfiguration
- role change
- too high of a caseload
- licensing jeopardized by pressure to work outside of the scope of practice
Fortunately, these issues are well within the ability of management to avoid or diffuse, and will show your people how committed you are to their happiness. There’s no bigger motivator than that.
Commit to consistent growth and training
Growth is the final element of staff motivation, and especially retention (and this doesn’t just apply to new grads). Allow your staff to contribute meaningfully to your organization and promote an environment where they are listened to.
Provide consistent training. This is crucial to maintaining a cohesive staff, keeping morale high, and keeping your nurses razor-sharp, and cannot be emphasized enough in high acuity environments.
Consider Locums Tenens staff
One of the many benefits of locum tenens coverage is the experience they bring to your unit. It has been said, “the role of the NNP is not the role of the NNP is not the role of the NNP”. The meaning we take from this is that the locum tenens NNP coming from a different area of the country or from a different model of operation can offer an invaluable infusion of fresh perspectives to your NICU.
Because of this, we’ve seen many cases of positive growth for all parties involved in locum work.
Locums can be also be relied upon as valuable placeholders when your facility is investing resources in yet another fantastic way to strengthen your team – ‘growing your own’ NNPs by financing the graduate programs of your staff nurses.
Motivate your staff by making them your number one priority, not just saying that you do. Organizations that do this find that outcomes, patient care, and other priorities fall into place with less effort.
By understanding how money impacts the decisions of your staff, having the right people on board, investing in strong leadership, and encouraging growth, you attract the very best.
