The retention of our productive and talented workforce is a priority for us all, we welcome all staff who want to join our workforce and we want to retain them at all stages of their careers. Whether we recruit domestically, internationally, internally or externally, there are great benefits and efficiencies to be made in developing and retaining the staff we do recruit, at all levels.

Devising workforce retention strategies requires us to understand why people choose to leave and stay, we have formed our retention programme around the seven People Plan themes to better understand the workforce. We know if we improve the flexible working opportunities, champion equality, diversity and inclusion, and delineate clear and tangible career progression pathways, our NHS people are more likely to remain in the NHS. We also know that if we fail to create a sense of belonging, or there is insufficient health and wellbeing support in the workplace, our workforce are more likely to leave.

We base our retention strategies on quantifiable data by reviewing leaver rates and Staff Survey outcomes. We also benefit from contextual, qualitative studies which provide a rich foundation of resources and effective practices. Retention-related research can shed light on the ‘how’ and ‘what’ of the primary drivers of turnover and leaver rates.

Within this section, you will be able to access verified research studies to support your retention strategies and interventions.

Mullen Lowe Research Summary – June 2020

Do you have a research study that you want to share? Please contact us and let us know so that we can make it available for everyone.