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  • 1.  RN Retention Strategies

    Posted 07-25-2025 09:35

    Hello! We are analyzing our RN retention rate and will begin developing new initiatives/strategies to increase our retention rate for RNs. We will also be analyzing our retention rate and strategies to retain CMA's. Has anyone developed strategies that have increased your retention rates for your clinical staff that you would be willing to share? 



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    Lara Rogers-Streck BSN, RN, AMB-BC, CPN
    Nursing Administrator- Musculoskeletal & Pediatric Specialty Service Lines
    Wellstar Health System
    Atlanta, GA
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  • 2.  RE: RN Retention Strategies

    Posted 07-28-2025 10:27

    Hi Lara,

    One of the key steps we've taken to improve retention and engagement among our nursing staff (RNs, LPNs, and MAs) was restructuring the reporting lines. Previously, staff reported to a non-clinical manager, but we've since implemented a model that includes Regional Nurse Managers and Lead Nurses, which has made a significant impact.

    In addition to this change, we've established an active Ambulatory Professional Governance Council, and our MAs have their own committee-led by MAs-which gives them a strong voice in decision-making.

    We also introduced a Clinical Advancement Model that includes all three roles, creating clear pathways for growth. Lastly, salary adjustments made a few years ago to align ambulatory nurse compensation with hospital nurse salaries have likely been the most impactful change in terms of retention.

    Hope this helps!

    Best,
    Daneen

     

    Daneen Smith MSN, RN, NEA-BC

    Vice President of Nursng/ ACNO

    Ambulatory Care Network & Middleman Family Pavillion

    Smithd1@chop.edu

    267-581-3909

     




    Original Message


  • 3.  RE: RN Retention Strategies

    Posted 07-30-2025 16:24

    Hi Lara, 

    Over the last 2 years we have made a concerted effort to focus more on the MAs and give them a voice.  In that process we promoted one of our MAs to an MA Program Manager.  This new role showed them that we valued their role and input.  Our early work was standardizing their processes, which they had been asking for.  We then focused on the MA onboarding process.  Not only was it under developed but the we had our highest MA turnover in our new hires.  Through this, and other initiatives, we were able to reduce our turnover rate by over 40%.  That explanation only touches the surface of work and I would be happy to share more if you would like to chat some time. 

    Thanks, 

    Angela



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    Angela Hall MN RN
    Neighborhood Health Center
    Oregon City OR
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    Original Message


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