Managing Absenteeism, Reducing Turnover, Retaining Staff

20 Managing Absenteeism, Reducing Turnover, Retaining Staff

Learning Outcomes • Explain absenteeism. • Discuss ways to manage absenteeism. • Describe how nursing turnover affects the organization.

Learning Outcomes • Explain voluntary turnover. • Discuss what organizations can do to improve retention of nurses. • Discuss what managers can do to help retain nurses.

Absenteeism • Two kinds: • Voluntary • Involuntary • Measured in terms of: • Total time lost • Absence frequency

Motivation • Employee motivation to attend is affected by: • The job itself • Organizational practices • Absence culture • Generational differences • Management • Personal characteristics

Managing Absenteeism • Child care center • Transportation assistance • Health promotion • Programs for alcohol and drug abuse • Coaching

Managing Absenteeism • Job enrichment • Stress reduction • Making excellent attendance the norm • Advancement opportunities • Improved coworker relations

Managing Absenteeism • Selecting employees who will be satisfied and committed • Role modeling • Discussing attendance during performance appraisal • Rewarding good attendance • Enforcing absenteeism policies

Cost of Turnover • Cost of hiring and/or temporarily replacing a nurse is sizable • Effects on nurses who remain at job: • Morale • Overtime • Postponement of new ventures

Cost of Turnover • Positive aspects of turnover • Performance may improve • Administration may be challenged to improve work environment • Newly hired nurses may be more enthusiastic

Turnover Factors • Did the employee leave of her or his own accord, or was the person asked to leave? • Was the employee who left performing at an exceptional or mediocre level?

Turnover Factors • Did the employee leave for career development or because of dissatisfaction with the organization? • Will the employee be easy or difficult to replace?

Turnover • Reducing turnover and retaining staff begins with recruitment and selection • Length of stay at previous jobs is an indicator of how long an individual will stay at this job • Perceptions of ease and desirability of movement influence turnover • Job satisfaction influences turnover

Ease of Movement • Education • Area of specialization • Age • Geographic mobility • Contacts at other hospitals • Transportation • Job openings at other organizations

Job Satisfaction Factors • Relationships with nurse manager, staff, patients, and physicians • Shift worked • Fit between nurse values and institutional culture • Expectations of practice setting • Compensation level • Equal/fair rewards and punishments

Criteria for Healthy Work Environment • Skilled communication • True collaboration • Effective decision making • Appropriate staffing • Meaningful recognition • Authentic leadership

Improving Salaries • Salary compression • Results in salaries of long-term employees being at or below that of less-experienced nurses • Pay scales must reflect achievement and accomplishment

Strategies to Retain Staff • Provide a realistic job preview to new hires • Facilitate movement within the organization • Improve work environment • Coordinate with other managers to influence organizational policies • Adapt to turnover rate

Managing Absenteeism, Reducing Turnover, Retaining Staff