Improving retention at all stages of nurses' careers

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:

  1. 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.
  2. 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.
  3. All staff members that have had ‘itchy feet’ conversations, have stayed with the trust.
  4. 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.


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