Jill Clendon1,2, Léonie Walker1,2. 1. New Zealand Nurses Organisation, PO Box 2128, Wellington 6140, New Zealand. 2. Victoria University of Wellington, Wellington, New Zealand.
Abstract
AIM: To explore the experiences and needs of older nurses in relation to flexible working and the barriers and facilitators to implementation within workplaces. BACKGROUND: An ageing nursing workforce and anticipated nursing workforce shortages require effective approaches to workforce retention. METHOD: A mixed method approach (focus group and individual interviews) with nurses aged over 50 (n = 46) combined with analysis of district health board (DHB) flexible working policies. RESULTS: Participants had a good understanding of flexible working and recognised the importance of balancing their own needs with those of their organisation. Participants had legitimate reasons for making requests and became frustrated when turned down. They recommended job sharing, shorter shifts, no night shift and greater recognition of their work to improve retention. There was discrepancy between organisational policy (where this existed) and implementation. CONCLUSION: Organisations should review flexible working policies, ensuring these are understood and implemented at the unit level. Training of nurse managers is recommended. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers must recognise the individual needs of nurses, be cognisant of workplace policies regarding flexible working, ensure these are implemented consistently and make the effort to recognise the work of older nurses.
AIM: To explore the experiences and needs of older nurses in relation to flexible working and the barriers and facilitators to implementation within workplaces. BACKGROUND: An ageing nursing workforce and anticipated nursing workforce shortages require effective approaches to workforce retention. METHOD: A mixed method approach (focus group and individual interviews) with nurses aged over 50 (n = 46) combined with analysis of district health board (DHB) flexible working policies. RESULTS:Participants had a good understanding of flexible working and recognised the importance of balancing their own needs with those of their organisation. Participants had legitimate reasons for making requests and became frustrated when turned down. They recommended job sharing, shorter shifts, no night shift and greater recognition of their work to improve retention. There was discrepancy between organisational policy (where this existed) and implementation. CONCLUSION: Organisations should review flexible working policies, ensuring these are understood and implemented at the unit level. Training of nurse managers is recommended. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers must recognise the individual needs of nurses, be cognisant of workplace policies regarding flexible working, ensure these are implemented consistently and make the effort to recognise the work of older nurses.