The retention of General Practice Nurses (GPNs) is at a critical juncture. A recent Nursing in Practice analysis highlights that 28% of GPNs are considering leaving their roles within the next year, citing reasons such as high workloads, inadequate pay, and job insecurity. With 97% of GPNs describing their workload as intense, it is clear that workforce planning and staff support need urgent attention.
Read the full Nursing in Practice analysis here: Where is the focus on GPN retention?.
How Rostering-First Solutions Help Tackle GPN Retention Challenges
The key challenges identified, high workloads, inadequate pay, and job insecurity, can be mitigated through better workforce planning and scheduling. Here’s how rostering-first solutions directly address these issues:
- Reducing High Workloads: Fair and balanced shift allocation ensures that no single staff member is overburdened. Automated rostering can spread patient demand more evenly across the workforce, reducing excessive workloads.
- Supporting Transparent Pay Structures: Accurate time tracking and automated payroll integration ensure that all hours worked, including overtime, are properly recorded and compensated, addressing concerns about inadequate pay.
- Enhancing Job Security and Stability: Workforce planning tools help practices forecast staffing needs, ensuring that contract workers and part-time staff are used efficiently rather than as a stopgap measure, offering greater job security.
- Minimising Burnout and Stress: Self-service functionality allows GPNs to manage their own schedules, request leave, and swap shifts, giving them more control over their work-life balance.
- Ensuring Adequate Cover: Real-time absence tracking and contingency planning reduce the risk of understaffing, ensuring that last-minute absences don’t place extra pressure on remaining staff.
Why Workforce Technology Matters in GPN Retention
A well-managed workforce can help alleviate many of the issues driving GPNs away from their roles. However, not all workforce management solutions are created equal. Many HR systems offer rota functionality, but they are not designed with the complexities of shift-based healthcare environments in mind. Instead, rostering-first solutions provide the flexibility, automation, and real-time insights necessary to improve workforce stability and retention.
What to Look for in a Workforce Management Solution
When evaluating workforce technology, practices should prioritise solutions that go beyond basic HR scheduling. Here are key features to consider:
- Purpose-Built Scheduling vs. Basic Rota Features
- Many HR platforms offer shift scheduling as an add-on feature, rather than as a core function.
- A rostering-first solution is designed to handle complex shift rotations, fair workload distribution, and real-time adjustments.
- Look for solutions that provide automated rostering, shift allocation based on skills, and workload balancing.
- Real-Time Workforce Insights and Demand Forecasting
- HR platforms focus on personnel records rather than real-time staffing needs.
- A dedicated rostering system allows managers to monitor staffing levels, anticipate demand peaks, and prevent burnout.
- Choose a solution that offers data analytics on staff utilisation, overtime trends, and absence rates to inform better planning.
- Self-Service and Flexibility for Staff
- GPNs need autonomy over their schedules to maintain work-life balance.
- Basic HR scheduling tools may not allow shift swapping or flexible working patterns.
- Look for a system that enables self-service shift swaps, leave requests, and availability management.
- Absence Management and Contingency Planning
- HR systems typically track absences but don’t offer real-time cover solutions.
- A rostering-first system should have automated absence tracking, instant notifications, and shift-filling tools to maintain service levels.
- Choose technology that proactively suggests cover solutions rather than relying on manual adjustments.
- Data-Driven Decision Making for Long-Term Workforce Planning
- Retention strategies should be informed by workforce trends, not just HR records.
- Rostering-first systems generate reports on staffing patterns, workload stress points, and recruitment needs.
- Look for workforce technology that provides predictive analytics to help plan for future staffing demands and reduce attrition.
Why Rostering-First Solutions Are Essential
Unlike traditional HR platforms that treat scheduling as a secondary function, rostering-first solutions are designed specifically for workforce management. This means they can:
- Ensure fairer and more predictable shift allocation.
- Provide real-time visibility into workforce gaps and future needs.
- Reduce burnout by balancing workloads effectively.
- Empower staff with greater control over their schedules.
Final Thoughts
The right workforce technology can make a significant difference in GPN retention. When evaluating solutions, practices should prioritise rostering-first platforms that focus on proactive workforce planning, flexibility, and real-time insights. Investing in the right tech isn’t just about efficiency, it’s about creating a sustainable and supportive working environment that keeps GPNs in their roles and improves patient care.
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