Abstract
Aim: The aim of this study was to understand various measures taken by employers and managers to promote nursing workforce retention, to identify different strategies or policies that help with staff retention.
Background: Despite increasing nursing recruitment, high turnover of the workforce due to low retention rates remains a challenge for health systems. A greater focus on retaining the nurses in their current roles rather than on recruitment could be a more productive approach to the nursing workforce crisis.
Method: A comprehensive search for articles published between 2012 and 2022 reporting primary research relating to nursing workforce retention strategies was conducted. Whittemore and Knafl's (2005) integrative approach was adopted to guide the literature review process and analysis of findings.
Results: A total of 17 primary studies were analysed to develop two main themes which were, positive and supportive work environment and nurturing and growing staff, with eight sub-themes that identified effective strategies for retaining nurses in the workforce. They were supportive leadership, positive team dynamics, skill/career development opportunities, mentorship opportunities, reasonable workload and staffing, organizational support, new staff support and a positive work environment.
Conclusion: Some organizational initiatives appear to be pivotal in retaining staff by anchoring the prevalence of positivity in the work climate, by dictating effective leadership strategies, providng career growth options, employee welfare, and adequate training for their nurses.
Implications for nursing management: Improved workforce retention will help provide better quality and consistent care, increase staff confidence to deliver care, increase workforce participation, and reduce the expenses associated with the recruitment process.