Planning a career pathway for nurses, encouraging and clearly showing how they can progress their careers in your organisation can be a powerful retention tool.
In this section of the retention hub you can read through the impact career planning and development interventions have had a positive impact on retention in other organisations. Tools to help you consider how you can continue to develop staff in your organisation.
Trust examples and case studies
University College London Hospitals NHS Foundation Trust has developed an internal transfer scheme to improve nurse retention.
Barking, Havering and Redbridge University Hospitals NHS Trust has diversified its workforce and introduced new roles and education routes to support staff development and increase skills, staff experience and retention.
Yeovil District Hospital NHS Foundation Trust made a number of interventions to improve the retention of their nursing and midwifery staff. This case study looks the affects of transfer windows, itchy feet conversations and the importance of line managers in making a positive impact on retention.
The Mid Yorkshire Hospitals NHS Trust has developed a brochure detailing the range of opportunities available to nurses working at the trust.
Tools and resources
Itsu won best human resources / learning and development team for 2017 at the CIPD people management awards. One section of Itsu’s workforce was transient in nature with annual staff turnover of 100 per cent. It invested in staff training to improve skills and offered a City & Guilds accredited qualification for staff. There were significant gains in staff engagement, retention improved and pride in the role increased.