Copper Trace is working to improve their retention of nursing staff (CNAs. RNs, and LPNs), specifically for new employees within their first 30 days of employment. The goal of this report is to research factors related to increased retention and recommend programs to increase retention among new employees.  To reach this goal we researched programs to improve social environment, recognition, and communication at Copper Trace. These factors among others have been linked to increased retention and our team believes that by improving these conditions, employee retention will increase.

 

Our team conducted research from online databases* (EbscoHost, Medline [OVID], and Proquest) and Google Scholar on retention in the nursing field. We also conducted a survey of Copper Trace’s nursing staff and interviewed a professional in the field to gain insight into industry standard and innovative practices used to increase retention of nursing staff in the healthcare field.  The survey asked Copper Trace nursing staff about their experience working at the facility and the survey’s data was used to allow us to highlight how best to implement the recommended practices and why Copper Trace would benefit from them.

*Databases are available through IUPUI for 

 

Key Findings

Based on the data, analysis, and conclusions drawn from our research out team found that:

• Employee embeddedness, communication, and recognition among other factors have been directly related to employee retention

• Mentorship programs have been linked to increased sociability of employees

• Employee engagement and recognition has been proven to increase retention

• 47 % of Copper Trace’s nursing staff surveyed feel the need for a recognition program

• Performance programs have been shown to increase communication

 

Recommendations

Based on our research and analysis our team has concluded that the following programs, if implemented at Copper Trace, would increase nursing staff retention, with an emphasis on increased retention of new employees.:

• Put a mentorship program in place in addition to the current preceptorship program

• Invest in Nectar HR, a web-based employee recognition and communication program

• Implement the Uncommon Leader management program or a modified version