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Building Reward Strategies for Retaining Nurse Managers

Recent studies showcase an alarming trend in the healthcare sector: more than 70% of nurse managers report feeling burnt out, primarily due to the pandemic. Besides, over half plan to leave their roles within the next two years. This article discusses six ways that healthcare organizations can build a rewards strategy to retain nurse managers and combat this growing crisis.

The Importance of Nurse Managers

Nurse managers play a pivotal role in the healthcare domain. They not only oversee the daily operations of nursing units but also ensure high-quality patient care and smooth functioning of their respective departments. They guide nursing staff, liaise between doctors and nurses, and play a crucial role in hiring and training new staff. Therefore, nurse managers’ burnout or turnover can significantly hamper healthcare operations and patient care.

The Challenges Nurse Managers Face

Nurse managers experience high-stress levels due to an array of challenges, including extended working hours, high patient-to-nurse ratios, staffing shortages, budget constraints, and more. The ongoing pandemic has further exacerbated these challenges, leading to burnout. Consequently, there is a need for healthcare organizations to implement strategies to address these issues and retain essential nurse managers.

Building a Rewards Strategy

The American Organization of Nursing Leadership (AONL) suggests six ways to build a rewards strategy that encourages the retention of nurse managers.

1. Competitive Compensation

Competitive compensation goes beyond mere salaries; it includes benefits such as health insurance, retirement plans, and other perks. Offering a competitive compensation package instills a sense of value in nurse managers, which enhances their job satisfaction and encourages retention.

2. Professional Development Opportunities

Nurse managers value opportunities for career advancement and professional development. Healthcare organizations should invest in such opportunities, such as advanced degrees, certifications, and leadership training. This not only enriches their professional skills but also boosts their morale and loyalty to the organization.

3. Recognition of Excellence

Recognition is a powerful motivator. Healthcare organizations should develop recognition programs that acknowledge nurse managers’ efforts and achievements. These could include awards, public recognition, or other forms of acknowledgment.

4. Work-Life Balance

Work-life balance is crucial in preventing burnout. Nurse managers often struggle with long hours and high-stress levels. Fostering a culture that emphasizes the importance of time-off, flexible schedules, and mental health resources can drastically improve nurse managers’ job satisfaction and retention rates.

5. Encouraging and Supporting Resilience

Nurse managers face tremendous pressure daily, necessitating resilience. Healthcare organizations must invest in resources and training that enhance resilience, thereby empowering nurse managers to overcome challenges.

6. Mentorship and Succession Planning

Nurse managers who have a mentor or a clear succession plan are more likely to remain in their roles. Healthcare organizations should consider implementing mentorship programs and succession planning to cultivate leadership and ensure a secure future for nurse managers.

In conclusion, nurse manager retention is a crucial aspect of maintaining a robust healthcare system. Implementing the above reward strategies can help healthcare organizations retain this invaluable workforce, ensure smooth operation, and ultimately improve patient care. The resulting positive work environment can significantly reduce the risk of nurse manager burnout, thereby promoting job satisfaction and organizational loyalty.


Original Article: https://www.aha.org/aha-center-health-innovation-market-scan/2023-09-26-6-ways-build-rewards-strategy-retain-nurse-managers