Improving Nurse Recruitment and Retention

Project Topic:

Improving Recruitment and Retention on HSP1

Hospital, City and State:

The University of Alabama-Birmingham Health System, Birmingham, Alabama

Unit:

• HSP1 (P9)

CSI Participants:

• Alex Baccus, RN
• Serah Watts, BSN, RN
• Ashley Bryant, MSHQS, RN

Project Goals/Objectives:

1. Increase new hire confidence level by 20%
2. Decrease nurse turnover and vacancy by 20%
3. Increase Healthy Work Environment Assessment Tool (HWEAT) scores for True Collaboration and Skilled Communication
4. Increase utilization of communication modalities between RNs/Unit leadership and RNs/RNs

Project Outcomes:

1. Improved confidence and preparedness among newly hired nurses
2. Decreased turnover 9.8%
3. Increased vacancy 12.9%
4. HWEAT aggregate score and all standard scores decreased

Project Overview:

The Built to Care, Bound to Stay initiative was developed to improve recruitment, retention, engagement and professional satisfaction among nursing staff on HSP1. Recognizing the challenges associated with nurse turnover, vacancy rates, burnout and onboarding of new staff, the project focused on creating a supportive work environment that promotes confidence, collaboration, communication and professional growth.

The project utilized evidence-based retention strategies and staff-centered interventions to strengthen unit culture and enhance the overall employee experience. A structured mentorship program, leadership engagement, staff recognition initiatives, and opportunities for professional development were implemented to foster a healthy work environment and improve job satisfaction. Additionally, staff feedback was actively solicited through surveys to identify barriers impacting morale and retention, allowing leadership to respond to concerns and support continuous improvement efforts.

Throughout the implementation of the initiative, several key challenges were identified that affected staff engagement, morale, and project outcomes. These challenges included unsustainable working conditions, ineffective leadership, workplace violence and aggression, high patient-to-nurse ratios, and nurses feeling generally undervalued. These issues contributed to increased stress, workload pressures, burnout, and job dissatisfaction among nursing staff, reinforcing the need for targeted retention and support strategies.

By investing in both new and existing team members, the project aimed to create a culture where nurses feel valued, supported, and empowered to succeed. Through strengthened communication, increased leadership visibility and intentional relationship-building, HSP1 sought to improve staff retention while enhancing teamwork and patient care outcomes. The initiative also provided valuable insight into the systemic challenges affecting the nursing workforce and highlighted opportunities for ongoing improvements in staffing, leadership development, workplace safety, and employee recognition.