NURSING SHORTAGE AND NURSE TURNOVER 3
Nurse leaders’ main role is to provide a positive environment and the existence of a
desirable workplace (Feldman, 2013). This ensures that nursing practice is provided in an
efficient, effective and safe manner. They are also responsible for taking care of the human
capital or the employees. This has a major impact on nurse job retention and satisfaction.
The task of fostering the culture of commitment in the organization to increase the
retention of licensed nurses also rests on the hands of leaders. Leaders have to focus on strategies
that address factors under the control of the employer that impact on nurse retention and those
that focus on the nurse-shortage. This entails activities like ensuring adequate resources and
staffing. The leaders must empower nurses through orientation, collaborative governance
opportunities, mentorship and staff development.
The way leaders behave towards staff as well as the way they value the input of the staff
members have a direct impact on staff retention. The relationship between the staff and their
leaders is a vital aspect that determines whether they can remain to be part of the health
organization or not. Nurse leaders have an impact on staff turnover since they are the ones who
provide support and direction. Recognition, communication, and autonomy are essential
interventions that leaders can implement to retain nurses.
Roles of nurse managers
Nurse managers, on the other hand, have a role in retaining employees. This can be
achieved by offering meaningful feedback, recognition and a chance to feel that their work is
valuable and valued. Managers are required to build the intrinsic motivation of nurses. It is also
the responsibility of the managers to communicate the organizational culture of respecting and
valuing the nursing caregivers.