Nursing Turnover Costs And Its Prevention

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Nursing turnover costs and its prevention
Ryan Figley
University of Central Missouri

Nursing turnover has been a well-documented issue with regards to retention of competent staff in health care facilities throughout the country (Cartledge, 2001). Turnover is simply defined by Sullivan as the vacating of positions by staff; however, nursing turnover is a phenomenon that must be understood and guarded against (Sullivan, 2013). The effects of turnover can be seen in many aspects of health care including: financial loss, opportunity costs, decreased morale, and shortage of staff. Ultimately turnover becomes an issue where the ability to provide quality care is limited by a lack of experienced nurses (Cartledge, 2001). In fact, the Department of Health recognizes the retention of employees as pivotal to development of increasing ability to provide care for critically ill individuals (Cartledge, 2001).
As a nurse manager, it is essential that efforts be made to slow the turnover rate in order to effectively stave off the negative effects on the organization as a whole. One way to combat the increase of turnover is by implementing a realistic job preview [RJP] as part of the recruitment process. A RJP is a program that is backed by evidence-based research and used as a human resource tool to support transition of staff into roles of employment with the hopes of retention (Gilmartin, Aponte, & Nokes, 2013). According to the Journal for Nurses in Professional
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