A Collaborative Approach to Improving Nurse Turnover

Problem: A cardiovascular unit is experiencing an increase in RN turnover and decreased NDNQI RN to RN interaction scores. Context: Several recent studies demonstrate that a collaborative environment of well-being and enhanced RN communication can improve nurse retention rates (Alsufyani et al., 2021), as well as increase job satisfaction (Ylitörmänen et al., 2019). Interventions: Nursing-led collaborative sessions were launched, consisting of the unit’s clinical nurses, the management team, and interprofessionals. The collaborative meetings provide a forum for the nurses to express their concerns, collaborate, and develop meaningful solutions. Measures: The first measure is the Human Resource’s nursing retention report, with a starting turnover rate of 16.98%. The second measure is the NDNQI RN to RN interaction score (4.67). The Standout Engagement Pulse Survey is used as a balancing measure to assess for burnout. Results: Due to a nursing strike and staffing concerns during a COVID-19 surge, the initial collaborative meeting occurred in April 2022. However, the following meetings were on hold until July 2022. Due to this delay, there is no change in the unit’s RN turnover and the next NDNQI survey will be in October 2022. Conclusions: The collaborative is currently ongoing. The unit’s nurses have expressed positive feedback and are excited to continue brainstorming and implementing nursing-led changes on their unit. Since change is constant, empowering clinical nurses to lead initiatives in their microsystem demonstrates much promise for improving nurse turnover, communication, and overall morale, presenting the opportunity to transform the unit’s culture