The role played by nurse managers in the health facility cannot be downplayed. They help in creating healthy work environments which improve morale and job satisfaction. These managers have usually experienced nurses with advanced ages, with most of them nearing retiring. It is projected by the year 2020, 75% of the current nurse managers will have left the workforce. There is, therefore, need to have a proper succession plan to avoid having a high manager turnover.
The succession plan should be directed towards the identification of high talented potential individuals to fill the positions. This process should be initiated early enough way before the managers retire so that they coach the next lot of leaders on the best leadership skills. A proper succession plan is typical to a business plan as it prevents the facility from having to incur conservatively at 100% of the average nurse manager. From the exemplary provided in the case study, the facility incurs conservatively 100% of the average nurse manager salary.
The proposed succession plan will have a 4% decrease in turnover costs within 24 months of implementation. In the long run, the results will be quite impressive. Stakeholder support is needed for the success of the plan. The senior nurse executives must ensure that the developed plan is included in the strategic plan of the organization. These nurses have to be prepared pretty well to ensure that the next generation of nurses is ready for the tasks.
A succession plan for the continued nurse management roles helps a big deal in ensuring that there is no turnover in the post. The cost of turnover is much higher than that of a proper succession plan, as seen in the example where the results are seen in 24 months, with a 4% decrease in costs.
Phillips, T., Evans, J. L., Tooley, S., & Shirey, M. R. (2018). Nurse manager succession planning: A cost-benefit analysis. Journal of nursing management, 26(2), 238-243.
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