Yeovil District Hospital NHS Foundation Trust had the highest staff turnover in the south of England, with an average for registered nursing and midwifery staff of 22.8% in March 2017, according to Model Hospital data. This case study addresses how the trust recognised the importance of flexibility and development in improving their staff retention, highlighting:
- how developing a ‘transfer window’ policy can allow staff to change ward and department while being supported by the trust
- how developing pre-emptive measures such as ‘itchy feet conversations’ can prevent staff leaving
- how managers are key to retention and need to recognise their responsibilities for creating an environment that staff enjoy working in.
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