A nurse manager ensures that everything functions as intended regardless of whether one is managing a division, unit or service line. As a result, a nurse manager has the responsibilities of quality improvement, patient care planning, goal setting, budgeting, and quality improvement (Maphumulo & Bhengu, 2019). They are also responsible for overseeing staff schedules, professional growth, and performance. Nurse managers can use their role to minimize nursing turnover experienced in the nursing industry, and can be achieved by ensuring they deliver reasonable job satisfaction to nurses working under them. A nurse manager should ensure that there is flexibility to ensure that nurses do not feel overburdened when allocating tasks. A nurse manager should also possess adequate skills in communication, critical thinking, guidance, coaching, and strategy (Warshawsky et al., 2020). This can ensure that directives given to nurses are clearly understood and fit the relevant organizational objectives, and it may result in nurses doing the appropriate, hence fulfilling their scope and turnover related to competency will reduce significantly hence helping to eradicate the issue of the nursing shortage. Nurse managers can also employ the system approach theory, which can work well in tackling the issue at hand. This theory can help the manager organize all the interrelated parts of the organization to ensure smooth operations. All subsystems operating efficiently make everyone happy as they are not overburdened by inefficiency from other areas, and there is an increase in cohesiveness, and it maximizes nurse satisfaction, resulting in an increased retention rate.
A nurse leader focuses more on spearheading transformation, setting standards, and influencing and inspiring the team, and the roles are more overseeing quality, policy setting and ensuring patient and staff satisfaction. A nurse leader can easily use a policy-setting role to improve the satisfaction nurses derive from the workplace (Drury et al., 2023). This ensures that policies are brought forward to enhance a favourable working environment. The satisfaction that employees get from such aspects motivates them to remain in the profession for a long time, reducing turnover tendencies. A nurse leader must demonstrate emotional intelligence, critical thinking, communication, professional socialization, mentorship, decision-making, and team-building skills (Buchanan & Huczynski, 2019). Having such skills makes it possible for the nurse leader to have a personal touch with the nurses. They can view them as humans and not just resources. This is something that helps their development due to the aspects that are being transferred from the leader. It helps to create a sense of belonging since there is a favourable working environment, reducing turnover rates. A leader who can motivate employees will come in handy in reducing turnover. Motivation helps employees to see that they can handle any situation that comes their way.
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