I really have struggled to think of how to approach this months blog, retention of nurses is not something that I have ever thought of in any great detail. I thought about those conversations I have had with nurses who are moving on to another job, another ward or another hospital. It also made me think about why I have considering moving on myself on so many occasions in the past couple of years.
The chronic underfunding of the NHS and shortage of nurses does little to inspire us. For many staff over recent years the fact that the only training and education they received was their mandatory training is hardly motivating. Health Education England slashed their budget year after year which in turn led to a reduction in funding available locally for CPD. The lack of CPD leads to a decrease in workforce morale and a lack of valuable training, education, skills and overall professional development.
There are a number of conferences available to the nursing workforce but the cost of these is usually out of reach of many nurses, a one day conference can often be between £200-£300 and that’s without any travel expenses.
The shortage of nurses also leads to restrictions of study days being allocated and many nurses often attend courses and training in their own time. I can’t imagine many private sector employees who pay for their own courses and attend in their own time.
Many nurses are often tempted to other trusts with the promise of courses, promotions and further career development, whether this transpires when they arrive I am not sure. Again having more career development opportunities would help to retain nurses in areas. However the fact that on most wards there are 3 band 6 posts and 1 band 7 doesn’t lend itself to an opportunity to progress. It can sometimes feel a bit like dead mans shoes.
The retention of nurses relies on a solid foundation of CPD, the opportunity to attend courses and conferences. Access to secondments so they can dip their toe in the water without jumping. The implementation of rotational posts to allow nurses to spend time in different areas, to diversify their skills, to experience other areas.
In some ways although the COVID-19 pandemic has been a devastating time for many people and a huge pressure on the NHS many people have moved out of their comfort zones, volunteered in different areas and showcased how diverse the role of a nurse is. The fact that many nurses returned after leaving in response to the pandemic shows that the motivating factor is the fact that you are needed, valued and play a significant part.
Whilst writing this blog a WhatsApp message pinged through, it was a message from a senior colleague saying thank you and expressing their appreciation. Often that is enough, it doesn’t have to be people out clapping, a nursing award or an employee of the month or whatever, it’s a simple thank you.
Can I have a word? 