11 / 08 / 2020
In this case study, read how United Lincolnshire Hospitals NHS Trust (ULHT) focused its retention activity across all stages of a nurse’s career and developed a retention action plan to reduce nurse turnover rates.
The trust set up a retention project team in July 2018 and developed a framework that helped bring focus to the retention initiatives, based on identified groups within the workforce. The team put together a retention action plan and its overall aim was to reduce nursing turnover at the trust by one per cent over a 12-month period.
Since the inception of the project, there have been a number of initiatives that have been undertaken and has resulted in:
- A retention action plan which included a number of initiatives focused on four key areas of nurses’ careers: supporting new starters, staff mid-career needs, supporting over 50s and leaving the trust.
- Many wards have adopted the use of self-rostering and data from staff surveys shows that there has been an increase in staff satisfaction on the wards, a reduction in time spent on finalising the roster and feedback suggests that it has reduced sickness absence.
- All staff members that have had ‘itchy feet’ conversations, have stayed with the trust.
- Changes to the leavers process has resulted in an increase in completion rates of exit surveys, from 12 per cent to a response rate of 38 per cent.
Read the full case study and find out what activities the trust undertook to achieve this.