Adopt an analytics-based onboarding approach
To combat turnover and develop a steady flow of new nursing graduates who remain in their jobs longer, nurse leaders who adopt an analytics-based centralized model to improve efficiency and reduce costs associated with turnover relieves the stress related to workforce disruptions.
This proactive approach to managing the onboarding and retention of novice nurses helps nurse leaders ensure a steady flow of new nursing graduates who remain on the job for a longer term.
Chief nursing officers (CNOs) and directors of nursing professional development (NPD) are fully aware of the patient safety implications related to turnover. They also know the need for adequate training and expert oversight of novice nurses to prevent patient errors.
Well-designed new nurse orientation programs have been proven to increase competence and confidence, which impacts satisfaction and improves retention rates among new nurses. A centralized novice nurse onboarding process is a people strategy that easily goes hand in hand with the growth and retention goals of today’s healthcare organizations.
In this planning guide, learn:
- How to go from costly reacting to nursing turnover to building a proactive reliable nurse safety net of well-trained nurses, satisfied with their career
- How to establish a centralized onboarding program that develops competence and confidence in novice nurses, improving patient safety and outcomes
- The importance of setting up a baseline for hiring using historical data to see trends and gain insights
- How to use analytics to establish attrition rates and cost per hire to support funding your proposal and designing your centralized orientation program
- Why standardized onboarding training materials save money and time.
Additional resources
Looking for a deeper dive on the ways to move toward a centralized onboarding model? Download our companion whitepaper or attend our on-demand webinar.
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