Better Onboarding, Thriving Potential Retention

Year Submitted: 2025
Published Date: 02 February 2026

Tags: Organisational Leadership, Human Resource, Staff Development, Staff Engagement

About this Content

Aims

To reach a retention rate of at least 85% of the newly hired nurse beyond 1 year.

Background

Retention rate for newly hired nurses remained lower than 60% within 6 months of employment in the Singapore National Eye Centre (SNEC) Operating Theatre (OT), a highly specialized clinical field.

Methods

The Plan-Do-Check-Act Cycle was employed to tackle the retention issue, including onboarding orientation and simulation training, structured novice level training, and enhanced buddy systems with regular check-ins.

Results

A steady improvement in retention rate was reported from 2021 to current, with 3 PDCA cycles implemented from June 2020 to March 2021.
Retention statistics were monitored continuously as a control measure, and the enhanced orientation training program is adaptable to various departments.

Conclusion

Maintaining a high percentage of newly hired nurse's retention is challenging, especially in specialized clinical areas like OT. The enhanced orientation training program is essential for engaging and supporting newly hired nurses.

Lessons Learnt

Structured training, regular check-ins, and compatibility between newly hired nurses and preceptors are crucial for retention.

Keywords

nurse retention, onboarding, training, PDCA cycle, SNEC

Innovators' Details

Connect with this contributor!

Phua Yu Ling Elizabeth - Elizabeth.phua.y.l@snec.com.sg

Ng Lai Heong - Ng.lai.heong@snec.com.sg

Project Attachment

1031_SNEC_NHIP_2024_Better_Onboarding_Thriving_Potential_Retention.pdf