Even though community health nursing is recognized as a priority, community health facilities are experiencing some of the worst staffing shortages. However, to guarantee the profession remains fit for purpose and support future recruiting efforts, urgent action is required to keep the community health nurses now employed in their existing positions.
A very important topic.
Kindly find below two links.
Regards,
Yawar Khan
- Recruitment of Community Health Workers Wanda Jaskiewicz and Rachel Deussom 23 September 2013
https://www.mchip.net/sites/default/files/mchipfiles/07_CHW_Recruitment.pdf
- Recruitment and Retention for Rural Health Facilities
https://www.ruralhealthinfo.org/topics/rural-health-recruitment-retention
A nice article at :
https://www.nhsemployers.org/publications/improving-staff-retention
Before I retired (2012), I was a nurse practitioner for bladder & bowel health on the community. I used to have my own caseload, help others nursing on the community if my expertise was required, and teach.
I seem to remember that people stayed in their jobs and some, I had known for years.
We were all happy to work together and didn't leave work to others.
I would have liked people to have promoted continence a bit more, but tried to lead by a good example.
And people still remember me today! Some were / are professionals and some were clients. But as there was only one of me in my (large) geographical area but lots of them, I don't always remember who is speaking to me. But nice that they do!
Few key factors that contribute to staff retention:
1. Supportive Work Environment: Creating a supportive work environment is vital for staff retention. This includes fostering positive relationships among team members, promoting open communication, and encouraging mutual respect. Providing opportunities for professional growth, recognizing and valuing staff contributions, and offering a healthy work-life balance are also essential components of a supportive environment.
2. Competitive Compensation and Benefits: Offering competitive compensation and benefits is crucial to attract and retain qualified staff. Adequate salary structures, performance incentives, health insurance, retirement plans, and other benefits contribute to job satisfaction and demonstrate the organization's commitment to employee well-being.
3. Professional Development Opportunities: Providing ongoing professional development opportunities is important for staff retention. Offering access to continuing education, training programs, conferences, and mentorship opportunities helps employees enhance their skills, stay updated with best practices, and progress in their careers. Professional growth and learning opportunities can increase job satisfaction and engagement.
4. Workload and Work-Life Balance: Managing workload and ensuring a healthy work-life balance are critical for staff retention. Excessive workloads, long hours, and frequent burnout can contribute to staff turnover. Organizations should strive to establish reasonable workload expectations, implement efficient scheduling practices, and support employees in maintaining a healthy work-life balance.
5. Recognition and Appreciation: Regularly recognizing and appreciating staff contributions can have a positive impact on staff retention. Acknowledging achievements, providing positive feedback, and celebrating milestones help foster a culture of appreciation and job satisfaction. Recognizing and valuing staff members' efforts and expertise can contribute to their sense of belonging and motivation.
6. Clear Communication and Decision-Making Processes: Transparent communication and involvement in decision-making processes contribute to staff satisfaction and retention. Keeping staff informed about organizational updates, policy changes, and strategic decisions fosters a sense of trust and inclusion. Additionally, involving staff in decision-making processes whenever possible can make them feel valued and increase their commitment to the organization.
7. Supportive Leadership: Effective leadership plays a crucial role in staff retention. Supportive leaders who are accessible, approachable, and responsive to staff concerns create a positive work environment. Leaders who provide guidance, mentorship, and advocacy for their team members foster a sense of loyalty and commitment among staff.
8. Workforce Collaboration and Engagement: Promoting collaboration and engagement among staff members enhances job satisfaction and retention. Encouraging teamwork, interdisciplinary collaboration, and shared decision-making can create a sense of belonging and ownership among staff. Opportunities for staff to participate in quality improvement initiatives and contribute to organizational goals can increase their engagement and commitment.
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I have not done any research to support my views. Based on my experience of having been involved in the management of HR working in the communities I think it is important to provide them with housing facilities, opportunities to upgrade their skills, good salary and keep them engaged. Sometimes home postings have also helped to motivate them. Rotational transfers at intervals within the province/district also helps to keep them motivated.
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