One in five hospital nursing executives leave their positions every year. And, that is only the tip of the iceberg, as nurses' and other key staff's turnover rates are greater than one out of four, with critical care and emergency nurses approaching one out of three. In this presentation, we will identify causes of turnover, how turnover has been affected by the pandemic, how it snowballs to other levels in the organization, and ways succession planning can help to not only manage turnover at all levels, but to reduce it.Using the story of "The Art of Racing in the Rain" as a metaphor for facing changes such as those caused by staff turnover, the presentation will discuss the place where races are won and lost: In the curves. Go in too fast, and you will lose control, spin out and stall. Go in too slow, and others will pass you. Plan for the curve (change), and hit the apex at the right time, and you will come out of the other side in control and with momentum. Staff turnover is very similar. React hastily and put the wrong person into a role at the wrong time, and the organization will spiral out of control. Wait too long, and the organization will languish and suffer, and others will leave. Plan ahead through sound succession planning, and the right person will be placed in the right role at exactly the right time, keeping the organization moving forward.
Learning Objectives:
- Identify the root causes of turnover (Hint: It isn't always about the money)e
- Understand how changes in leadership ripples to all levels of the organization.Learning Objective
- Understand what a succession plan can do to manage AND prevent turnover at all levels, and how three simple steps any can help an organization facing changes in key nursing roles from spreading throughout the organization.
