Strategies for Retaining Midcareer Nurses

Abstract

One method of reducing predicted shortages because of the aging nursing workforce is to increase retention. Few studies have examined the unique needs of midcareer nurses. A mixed-method approach including surveys and focus groups was used to identify key retention strategies and desires for midcareer nurses. Salary, benefits, positive working relationships, flexible scheduling, and the opportunity for continued education were identified as key retention strategies from this study. Registered nurses in this study reported higher perceptions of their work and work environment than licensed practical nurses did. Differences in work outcomes were evident across sectors, with community nurses reporting higher levels of job satisfaction and perceptions of work quality than nurses in acute and long-term care. Findings suggest that recruitment opportunities may exist with midcareer nurses seeking employment to return to work after time off to have a family. Proactive retention policies that focus on the needs of midcareer nurses would demonstrate a commitment and interest in keeping them in their work positions and in the profession.

Optimization of home care nurses in Canada: A scoping review

“…The nature of HC work enables HCNs practice autonomy and decision‐making opportunities (Armstrong‐Stassen & Cameron, ; Cameron, Armstrong‐Stassen, Bergeron, & Out, ), which contributes to enhanced perceptions of work quality compared to nurses in acute care (Armstrong‐Stassen & Cameron, ; Cameron et al, ; McGillis Hall, Lalonde, Dales, Peterson, & Cripps, ) and long‐term care (Masotti, Rivoire, Rowe, Dahl, & Plain, ; Stacey et al, ). Supporting autonomy and decision‐making authority may be effective for HCN retention and optimising nursing roles (Tourangeau et al, ).…”

Part 1: The influence of personal and situational predictors on nurses' aspirations to management roles: preliminary findings of a national survey of Canadian nurses

“…Thus organizations should be supporting mid‐career nurses in furthering their education to better prepare them for managing the complexities in current health‐care environments (McGillis Hall et al . ).…”

“…Although many nursing organizations have dedicated resources to facilitate nurses' pursuit of higher education, more resources are needed to prepare sufficient numbers of managers in the near future (McGillis Hall et al . ).…”

A scoping review of strategies used to recruit and retain nurses in the health care workforce

“…Ongoing professional development initiatives were identified in seven studies (Cain, 2017; Drennan et al, 2016; Duffield et al, 2011; Leurer et al, 2007; McGillis Hall et al, 2011; Mion et al, 2006; Sawatzky & Enns, 2012). Nurses often reported they had a propensity toward lifelong learning, a desire for access to professional development and a perceived current lack of opportunities to update their nursing skills (Lobo et al, 2012).…”