Using staff engagement and marketing
The trust was struggling with large numbers of nurses leaving in their first and second years. Due (partly) to low engagement with exit questionnaires, there was also a lack of data that could accurately explain this trend.
This study details the trust's strategy to address these issues, and the success they have enjoyed as a result.
It focuses on:
- developing and prioritising staff engagement to gain more insightful data regarding reasons to leave
- a branding and marketing project that included developing the hashtag #TeamTameside and a suite of videos, such as '24 Hours in #TeamTameside'
- an appreciation that a trust does not 'retain' staff, they choose to stay, and so any retention programme needs to understand what could make staying a more attractive option
- encouraging a commitment to retention at every level of the workforce
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