A new analysis by Press Ganey reveals key drivers of voluntary nurse turnover through a recently conducted national Flight Risk Analytics assessment. Responses from 100,000 health care employees across the U.S. reveal a generational divide, leading factors shaping turnover risk and low levels of engagement among front-line caregivers. The study also points to clear actions health systems can take to shift these trends.
- Survey results showed that, nationally, nearly 30% of registered nurses (RNs) are at risk of leaving their organization.
- Nurses younger than 35 who have been at their current employer for less than a year are most likely to leave voluntarily. Specifically, new hires who don’t have a connection with their team, managers or organization are at the greatest risk for turnover – approximately one in five nurses who fits this profile leaves their job.
- Employee engagement ratings dropped at twice the rate among RNs compared with non-RNs in the past 12 months.
- Shift schedules also play a significant role in employee engagement: Nurses who work night and weekend shifts reported lower levels of engagement than their day-shift counterparts.
“Disconnection isn’t the diagnosis – it’s a symptom of a larger caregiver crisis that transcends turnover and retention. The consequences of a critical shortage of early career nurses could reshape our health care infrastructure for generations to follow,” said Jeff Doucette, DNP, RN, NEA-BC, FACHE, FAAN, chief nursing officer, Press Ganey. “We are committed to helping health systems retain top talent during what very well may be the last straw for nurses at their breaking point after 18 months of pandemic operating conditions.”
Despite unveiling worrisome realities of a disengaged workforce, the analysis shows promising results for spotting turnover risk and understanding how to address it. One of the strongest predictors of turnover risk is low participation in employee engagement surveys. Additionally, low scores on questions that measure if respondents feel a sense of belonging is a key indicator of disengagement among nurses, and improving that sense of belonging is a valuable retention strategy for health systems.
“Nurses who are on the fence about leaving the profession altogether are watching to see if leaders are really listening and willing to tackle tough issues – or just going through the motions,” said Doucette.
For more information, visit PressGaney.com.
