Recommended Citation
Stephans M. Purple Squirrels Find Nut: Best Fit Culture Reduces Turnover. Presentation at American Nurse Credentialing Center (ANCC); October 10, 2025; Atlanta, Georgia.
Presentation Notes
Presentation at American Nurse Credentialing Center (ANCC); October 10, 2025; Atlanta, Georgia.
Abstract
Purple Squirrels Find Nut: Best Fit Culture Reduces Turnover Purpose: Clinical nurses at a small community hospital sought to decrease the organization-level nurse turnover rate. Relevance: Nationally, the nurse turnover rate is 18.4%, with an average cost of $56,300 per nurse.1 The typical hospital incurs losses ranging from $3.9 to $5.8 million annually due to nurse turnover.1 Consequently, hospitals must devise innovative strategies to manage retention efforts and ensure workforce sustainability. At a small community hospital, clinical nurses expressed their desire to lead initiatives aimed at addressing the organization’s nurse turnover rate of 12.37%. Strategy/Implementation: Clinical nurses engaged in professional governance advocated for funds to host biannual Nursing Renewal Days, Nurses' Nights Out, and the Together as One Peer Support Ambassador Program. These events included fun activities, food trucks, outdoor exercise, pet therapy, and off-site networking opportunities. The Together as One program helped nurses support peers impacted by workplace stress. Additionally, nurse-led hiring-for-fit emphasized nursing's role in recruitment. Clinical nurses interviewed candidates and engaged in shadowing experiences to assess cultural fit, referred to as a “purple squirrel.” This approach prioritized character traits and suitability over simply filling positions. Outcomes/Results: Engaging clinical nurses in organization-level initiatives reduced the organization-level nurse turnover rate to 0% for 2024, saving approximately $3.2 million annually. By celebrating nursing excellence, focusing on nurse well-being, supporting nurses through peer support, and hiring-for-fit, nurses helped create a positive culture where they want to stay and build their careers. Conclusion: Clinical nurses can lead transformative initiatives in recruitment and retention. Advocacy and collaboration between clinical nurses and nurse leaders are crucial in recognizing nursing excellence, prioritizing well-being, and tackling the national nursing turnover issue.
Document Type
Oral/Podium Presentation
Affiliations
Aurora Medical Center Washington County