A Two-Pronged Approach to Retaining Millennial Nurses.

Despite increased staff engagement and improved new hire on-boarding, organizations struggle to retain millennial nurses. One dominant trait is shared by organizations that have successfully reduced turnover for this group: investment in select strategies that cement loyalty to the organization. In this article, the authors describe 2 strategies for retaining early-tenure millennial nurses. In the 1st article of this series, the authors described why nursing leaders must supplement their organization's current investments in engagement with strategies targeted at millennials in their 1st 3 years. This 2nd part of the series will outline these strategies.

The Case for Focusing on Millennial Retention.

A concern for nurse leaders is rapid turnover of engaged, early-tenure millennial nurses. In this 1st article in a 2-part series, the authors describe why leaders should supplement their organization's current investments in engagement with retention strategies targeted at millennial nurses.

Translating Market Forces Into Frontline Terms.

To transform healthcare delivery, frontline nursing staff must be committed to their work and to driving their organization's mission forward. However, Advisory Board Survey Solutions data show that nurses are the least engaged as compared with other frontline staff. In this article, the authors identify a top opportunity for improving nurse engagement: ensuring that nurses understand how executives' actions reflect their organization's missions and values.

Providing Professionally Meaningful Recognition to Enhance Frontline Engagement.

To achieve transformation in care delivery, frontline nursing staff must be committed to their organization's mission, engaged in their work, and capable of delivering high-quality care. However, data from Advisory Board Survey Solutions show that, when compared with other frontline staff, nurses are the least engaged and most disengaged. In this article, the authors describe strategies for addressing a top opportunity for improving nurse engagement-ensuring nurses feel meaningfully recognized for their professional impact.

Broadening Access to Nontraditional Development Opportunities to Drive Frontline Engagement.

The nursing workforce is at the center of many changes associated with care delivery transformation. To achieve this transformation, frontline staff must be engaged in their work, committed to their organization's mission, and capable of delivering high-quality care. In this article, the authors describe strategies for addressing 1 of the greatest opportunities for improving nurse engagement identified using these data: ensuring nurses feel professional development and promotion opportunities offered at their organization help them to improve.

Regulating the Flow of Change to Reduce Fontline Nurse Stress and Burnout.

The nursing workforce is at the center of many changes associated with care delivery transformation. To achieve this transformation, frontline nursing staff must be engaged in their work, committed to their organization's mission, and capable of delivering high-quality care. To identify top opportunities for driving nursing engagement, researchers from The Advisory Board Company analyzed engagement survey responses from more than 343 000 employees at 575 healthcare organizations. In this article, the authors describe 3 strategies for addressing 1 of the greatest opportunities for improving nurse engagement: ensuring nurses feel their organization helps them reduce stress and burnout.