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Survey finds Gen X Nurses are high flight risk
MINNEAPOLIS—(March 6, 2006), WorkTrends™, Gantz Wiley Research’s survey of U.S. workers, finds Generation X nurses are at higher risk for job hopping. Sixty-one percent of employees indicated they intend to remain at their employer, while only 53% of Gen X nurses report that they intend to stay. With industry forecasts already showing a pending nurse shortage, healthcare organizations have reason to be concerned.
WorkTrends was developed by Gantz Wiley Research 20 years ago to provide a normative comparison to our client’s employee survey results on topics including leadership, customer orientation, and employee engagement. WorkTrends data can be sliced by industry and by demographics such as tenure, job type, location, and race. The 2005 data uncovered that Gen X nurses are generally as satisfied or more satisfied with their organization than their Baby Boomer counterparts.
For example, 66% of Gen X nurses report they are confident in the future of their organization, versus 64% of Baby Boomer nurses. Sixty-five percent of Gen X nurses indicate they are satisfied with on-the-job training, versus 63% of Baby Boomer nurses. However, despite these similarities, intentions to remain with their current employer are dramatically different. With a 10 point difference between the groups, Baby Boomer nurses are much more likely to stay.
Why are Gen X nurses still likely to leave when they are generally satisfied? Kyle M. Lundby, Ph.D., Consultant, suggests this trend is common among Gen X workers overall. “Gen X workers in general are highly educated and more mobile,” stated Lundby. “Given the demographic composition, as boomers leave the workforce, there will be more jobs to fill than workers to fill them, leaving Gen X employees in an enviable position.”
Lundby indicates retention among Gen X nurses is exacerbated by the forecasted nurse shortage. A statistical evaluation of the reasons why Generation X nurses choose to stay or leave reveals the following three retention drivers:
- Confidence in the future of organization
- Liking the work they do
- Viewing senior management as practicing ethical conduct.
When asked what is the most important thing they want from their employer, one Gen X nurse responded, “An honest up-front employer who will respect my opinions and consider what I have to say.” Another indicated, “To know the organization really cares about the safety and health of its employees, not just saying they do.”
What can healthcare providers do to positively impact retention of Gen X nurses? “By understanding the unique needs of each generational group, they can direct their efforts in a way that will have the greatest benefit for the unique needs of different workgroups,” explained Lundby. “For example, to impact Gen X nurse retention, create a compelling vision of the organization’s future that focuses on the mission of your healthcare organization. Also, provide flexibility in work hours and schedules, invest in technology and tools to simplify the job, and eliminate bureaucracy to allow them to do effectively what they do best.”
Founded in 1986, Gantz Wiley Research helps clients drive business performance through the strategic use of employee and customer input. With offices in Minneapolis, San Francisco, and Melbourne, Australia, Gantz Wiley Research is recognized as the leader in identifying and leveraging the links among employee engagement and customer loyalty to drive improved business results.
Contact: Jenna S. Thompson, Manager, Marketing Communications (612) 332-6383
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