Retention of nurses is a complicated process, and a nurse manager should conduct a thorough analysis of the reasons why nurses tend to quit their job to find appropriate ways to retain them. According to Vardaman et al. (2020), retention in the healthcare system “is specifically problematized by the frequency and pace of practice changes faced by nursing staff” (p. 53). Therefore, it is essential to create a working environment where changes are minimized and presented smoothly so the personnel can adjust to them adequately. Nurses working in such circumstances can feel more comfortable, which will decrease their intentions to quit the job.
Recruitment of new nurses is also challenging, primarily from the financial viewpoint. Researchers’ estimates suggest that the costs of training a replacement in nursing care exceed a nurse’s annual salary by 150% (Vardaman et al., 2020). Thus, recruiting trained and experienced nurses appears as a more appropriate option. A nurse manager should establish favorable working conditions in their healthcare organization to attract trained employees currently seeking a job. However, retention is still much more efficient than recruitment in nursing care, meaning that the manager should primarily focus on retaining nurses rather than recruiting them.
In my opinion, the future of the nursing workforce will look completely different in 50 years compared to the current time. As it is known, technological progress is rapid nowadays, and machines and computers replace manual labor. The corresponding changes concern almost every area of professional activity, including the healthcare industry. Although most medical organizations will need new nurses in the coming years, that necessity will slowly decrease. The nursing workforce will be significantly reduced in numbers in 50 years due to the rapid development of technology.
Reference
Vardaman, J. M., Rogers, B. L., & Marler, L. E. (2020). Retaining nurses in a changing health care environment: The role of job embeddedness and self-efficacy. Health Care Management Review, 45(1), 52-59.