Retaining older hospital nurses: Experienced hospital nurses’ perceptions of new roles

Abstract

Aim The purpose of this study was to explore older, experienced hospital clinical nurses’ perceptions of new roles in hospital clinical practice as they age. Background With older hospital nurses continuing to retire, and other older nurses leaving hospitals for other practice settings, both tacit knowledge and institutional wisdom are lost. Retention of experienced nurses is needed for safe, quality patient care and to ensure there are sufficient mentors for newly licensed nurses entering the workforce. Methods Using a descriptive qualitative design, a total of twenty experienced hospital clinical nurses aged 50 or older from four hospitals participated in five focus groups. Results Noting barriers to continuing hospital practice as they age, participants described important roles in teaching patients and families, acting as patient advocates, and mentoring the next generation of nurses. Conclusion Retaining experienced nurses in the workforce requires innovative approaches, including the redesigning of roles and increased attention to work hours and the physical demands of nursing practice. Implications for Nursing Management The perspectives provided by older nurses may assist managers in creating innovative ways to re‐envision roles for older nurses, develop flexible scheduling, and provide additional ergonomic and technology support.

What makes experienced nurses stay in their position? A qualitative interview study

“…Experienced nurses play a pivotal role in training newly hired nurses, in supervising nursing students and in sustaining a high knowledge base in clinical settings. The high turnover of experienced nurses has a negative economic impact (Fackler, 2019;Hirschkorn, West, Hill, Cleary, & Hewlett, 2010). If strategies to promote retention are to be effective, it is important to understand why nurses stay employed in clinical settings.…”

A scoping review of the nursing workforce's changing demography: Supporting Baby‐Boomer nurses

“…Researchers forecast that the retirement of Baby‐Boomer nurses (born between 1946 and 1964) and increased chronicity across populations will exacerbate the nursing shortage problem (Auerbach, Buerhaus, & Staiger, 2017; Buerhaus, Skinner, Auerbach, & Staiger, 2017; Leineweber et al., 2016). Other international academics and clinicians have also raised concern about the attrition of experienced Baby‐Boomer nurses, noting that it will result in the loss of clinical experience and tacit knowledge (Fackler, 2019; North, Leung, & Lee, 2014; Sayers & Cleary, 2016) as well as affect care delivery especially at the bedside (Klug, 2009). However, it is crucial to recognize that the conversation regarding the implications of Baby‐Boomers' retirement is not straightforward because there is evidence to suggest that the 2007–2008 Global Financial Crisis and other factors have made Baby‐Boomer nurses delay their retirement (Auerbach, Buerhaus, & Staiger, 2014).…”

Managing workplace change: Intergenerational perspectives from Victorian public hospital nurses

“…Given the increase in demand for healthcare services, coupled with an ageing workforce, the retention of older nurses is extremely important and may be fostered by healthcare organisations making a concerted effort to increase opportunities for older nurses. Such strategies are underpinned by giving older nurses appropriate recognition (Bryant-Hampton, Walton, Carroll, & Strickler, 2010) as well as implementing innovative approaches such as redesigning roles, addressing work hours and the physical demands of nursing practice (Fackler, 2019). Improved consideration of generational differences in nurses can be helpful in leading to increased job satisfaction, increased productivity, and decreased turnover among staff.…”