The Role of the Nurse Leader in Reversing the New Graduate Nurse Intent to Leave

Abstract

New graduate nurse (NGN) turnover during the first year of practice continues to concern nurse leaders and offers operational challenges. Because of the investment in nurse residency programs and the commitment needed to provide resources to operationalize and sustain such a program, it is critical to retain NGNs. In this article, we offer NGNs’ intent to leave at 4 specific times during their first 2 years of practice: upon 100% competency validation, at month 8, year 1, and year 2. We explore reasons why NGNs say they intend to leave and provide insights into what organizational leaders can do to reverse the intent to leave. Lastly, we provide actionable strategies to retain NGNs for nurse leaders to consider. New graduate nurse (NGN) turnover during the first year of practice continues to concern nurse leaders and offers operational challenges. Because of the investment in nurse residency programs and the commitment needed to provide resources to operationalize and sustain such a program, it is critical to retain NGNs. In this article, we offer NGNs’ intent to leave at 4 specific times during their first 2 years of practice: upon 100% competency validation, at month 8, year 1, and year 2. We explore reasons why NGNs say they intend to leave and provide insights into what organizational leaders can do to reverse the intent to leave. Lastly, we provide actionable strategies to retain NGNs for nurse leaders to consider. Larissa Africa, MBA, BSN, RN, is president at Versant Healthcare Competency Solutions, Versant Holdings, in Las Vegas, Nevada. She can be reached at [email protected] . Sylvain Trepanier, DNP, RN, CENP, FAONL, FAAN, is chief clinical executive officer at Providence St. Joseph Health in Irvine California.