musyiokines

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Research Outline: High nursing turnover rates

Student’s Name

Institutional affiliation

I. Introduction

A. Hook: The nursing turnover rates have been increasing, in 2020 the rates increased by 2.8% to 18.7% (Flynn et al., 2021). An average hospital loosed around $4-$6 million annual due to the increased turnover rates.

B. Background: Nursing is one of the professions which is associated with high turnover rates with the reasons for the high turnover varying from one facility to another and one nurse to another (Michael, 2019). Some of the common nursing turnover are the harsh working conditions, long hours of work and unfair compensation and pay among the nursing professionals.

C. Thesis Statement: The increasing levels of nursing turnover impact negatively on the quality of patient care and patient outcomes, hence measures such as fair pay, good working conditions and flexible working hours should be used in addressing the issue in healthcare facilities.

II. Research Questions

A. How does the high nursing turnover rate affect the healthcare environment?

There is need to understand the link between the staffing turnover and the healthcare outcomes to understand the need for interventions to correct the issue. This research paper seeks to answer this question and the following are some of the effects:

1) Hospital revenue is decreased when the nursing turnover rates are high; when the nurses quit their jobs the number of patients that the hospitals can serve is impacted and this affects the revenues in terms of sales of the healthcare organization (Brabson et al., 2019).

2) The hospital services are usually disrupted when the nursing turnover rates are high; when the nurses are not adequate in the healthcare setting there tends to be delays in the way the patients are served (Kim & Han, 2018).

3) High hospital costs of recruitment and staffing- finding the right fit to replace the nurses who leave work is a process and involves additional costs to interview, train and orient the new nurses into the healthcare organization (Brabson et al., 2019).

4) The nursing turnover affects the patient outcomes and this is because with inadequate nursing staff patients do not get the best attention and care that is needed for a speedy recovery (Brabson et al., 2019).

5) Nursing turnover tarnishes the reputation of hospitals and other healthcare facilities and this is because the nursing turnover is always associated with bad working conditions and unfair pay even when there are other personal reasons (Kim & Han, 2018).

B. What are the causes of high nursing turnover rates in the healthcare facilities?

This research seeks to look at the various reasons as to why there is increased turnover in the hospitals and the information will help come up with solutions of the nursing turnover rates to help improve patient care and the patient outcomes. Some of the causes of the high rates of nursing turnover include:

1) Work related pressure and stress- three out of four nurses usually report experiencing stress in the nursing environment due to the nature of the job and the expectations from the patients, families and the hospital management (Michael, 2019).

2) Lack of role clarity and sense of control over the job performance- The expectations and the roles of the different nurses in the healthcare facility are most of the times are not clearly communicated and this frustrates the nurses in the working environment (Michael, 2019).

3) The nurses also suffer from the lack of proper communication from the management on critical issues such as the change in terms of employment, supervisors and other critical issues (Kim & Han, 2018).

4) The Registered Nurses do not get adequate recognitions and rewards from the management of facilities despite the big role that they play in the treatment and the diagnosis of patients which affects overall hospital performance (Dwesini, 2019).

5) The nurses with time feel that they have limited opportunities for the development and growth of their careers this is because the management over time forgets that they have a role in the professional development of the nursing staff (Venkatesh, 2017).

6) Unfair compensation among the nurses is also a cause of the high nursing turnover, when nurses feel that they are not paid as well as other nurses working for competitors are they might end up quitting their jobs to look for better opportunities (Dwesini, 2019).

7) Lack of flexibility due to the long working hours and mandatory overtime results into the burnout and stress in the workplace and this is because the nurses have other personal issues and commitments that they need to attend to (Brabson et al., 2019).

8) Personal reasons- sometimes the reasons for quitting work are personal and totally unrelated to the healthcare organization and facility (Brabson et al., 2019). Some of the personal reasons might include family commitments, stress, and conflicts with coworkers or management.

C. What are some of the ways in which the increased nursing turnover can be solved in the healthcare institutions?

The healthcare sector is an important sector and hence when the nurses quit their jobs it affects the quality of patient care received by the patients and that affects the patient outcomes. This research thus focuses on looking at the ways through which hospitals and other healthcare facilities can increase the nursing staff retention. The following are some of the ways in which the nursing turnover rates can be reduced:

1) When nurses are well compensated and they are paid on time the nursing staff retention rates will go up and this is because the nurses will be satisfied with their jobs and will be able to meet their personal needs (Anwar, G., & Abdullah, 2021).

2) Flexible working hours and shifts will go a long way in increasing the nursing staff retention rates; when the nurses have enough rest they are able to perform better in the nursing environment (Anwar, G., & Abdullah, 2019).

3) Clarity of roles and proper communication with the management- managers need to focus on explaining what is expected of the nursing staff so that the nurses know clearly what they are needed to do (Boon et al., 2019).

4) Proper healthcare leadership and management- the lack of collaboration and team work in the healthcare environment is mostly attributed to the lack of good leadership in the healthcare environment (Boon et al., 2019).

III. Conclusion: Hospitals and healthcare organizations need to work on ensuring high nursing retention to achieve the best patient outcomes and performance.

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