ArticleAn Analysis of Restructuring Orientation to Enhance Nurse RetentionKiel, Joan M. PhD, CHPSAuthor Information Reprinted from Kiel JM. An analysis of restructuring orientation to enhance nurse retention. Health Care Manag. 2012;31(4):302-307. doi:10.1097/HCM.0b013e31826fe298. Author Affiliation: Health Management Systems, Duquesne University, Pittsburgh, Pennsylvania. The author has no conflicts of interest. Correspondence: Joan M. Kiel, PhD, CHPS, Health Management Systems, Duquesne University, Pittsburgh, PA 15282 ([email protected]). The Health Care Manager: 10/12 2020 - Volume 39 - Issue 4 - p 162-167 doi: 10.1097/HCM.0000000000000303 Buy Metrics Abstract The nursing shortage has received much media attention; however, something that contributes to it—nurse turnover—has not received the same attention. Facilities spend time and money to train new employees only to have them leave within a few months. Staff morale, money, time, and quality of care are all affected by nurse turnover. The fact that it often occurs so soon after one takes a position makes it pertinent to look at the process of transition into the new position, namely, the orientation program. This article examines the turnover statistics, costs, rationale, and orientation programs that have proven positive results. It is hoped that the findings can assist health care facilities to replicate successful orientation programs and reduce nurse turnover. Copyright © 2020 Wolters Kluwer Health, Inc. All rights reserved.