Loading...
Recommended Citation
Griggs P, Pecholdas A. Touch Up Your ROOTS: Improving Retention, Orientation, Onboarding, and Training Success. Quality Improvement poster presented at Transforming Practice: The Intersection of Technology and Nursing Excellence; Advocate Health Nursing Research and Professional Development Conference 2025; November 12, 2025; Virtual.
Presentation Notes
Quality Improvement poster presented at Transforming Practice: The Intersection of Technology and Nursing Excellence; Advocate Health Nursing Research and Professional Development Conference 2025; November 12, 2025; Virtual.
Abstract
Background: A study completed by NSI Nursing Solutions (2022) reported that nurses employed less than one year have a turnover rate of 31 percent. Reasons for leaving included lack of support and resources. Illinois Masonic had a program built for peer-to-peer support for new hires through a nursing-based council. Lack of consistency was thought to be part of high turnover.
Purpose: The purpose of this project was to increase the retention rate of first year new hires nurses to Illinois Masonic via peer-to-peer engagement throughout their orientation period.
Implementation: Using a DMAIC strategy (Define, Measure, Analyze, Improve, Control), a nursing council participated in a Root Cause Analysis to improve 1 year turnover rates. Post analysis showed lack of peer-to-peer communication with new hires. Communications were changed to handwritten notes with gifts, and follow up communications with resources 1-2 months after starting orientation and again within 6 months of hire.
Outcomes: Comparison rates of new hire retention increased from 83.6% to 91.1%. Completion rates of the first check ins increased from 70.8% to 78.2%, second check ins from 64.9% to 87.6%, and final check ins from 31.1% to 58.6%. This correlated an increase in peer-to-peer communication contributes to an increase in a first-year retention rate.
Implications: Having unit-based nurses provide peer to peer engagement helps to improve retention while a nurse is in orientation/onboarding.
Document Type
Poster
Publication Date
11-12-2025
Touch Up Your ROOTS: Improving Retention, Orientation, Onboarding, and Training Success
Background: A study completed by NSI Nursing Solutions (2022) reported that nurses employed less than one year have a turnover rate of 31 percent. Reasons for leaving included lack of support and resources. Illinois Masonic had a program built for peer-to-peer support for new hires through a nursing-based council. Lack of consistency was thought to be part of high turnover.
Purpose: The purpose of this project was to increase the retention rate of first year new hires nurses to Illinois Masonic via peer-to-peer engagement throughout their orientation period.
Implementation: Using a DMAIC strategy (Define, Measure, Analyze, Improve, Control), a nursing council participated in a Root Cause Analysis to improve 1 year turnover rates. Post analysis showed lack of peer-to-peer communication with new hires. Communications were changed to handwritten notes with gifts, and follow up communications with resources 1-2 months after starting orientation and again within 6 months of hire.
Outcomes: Comparison rates of new hire retention increased from 83.6% to 91.1%. Completion rates of the first check ins increased from 70.8% to 78.2%, second check ins from 64.9% to 87.6%, and final check ins from 31.1% to 58.6%. This correlated an increase in peer-to-peer communication contributes to an increase in a first-year retention rate.
Implications: Having unit-based nurses provide peer to peer engagement helps to improve retention while a nurse is in orientation/onboarding.
Affiliations
Illinois Masonic Medical Center