The retention and engagement of nursing staff remain critical priorities for nursing leaders in 2025.
According to the NSI Nursing Solutions 2025 Report, the national turnover rate for Registered Nurses is 16.4%.1 As nurse well-being plays its part in attrition, it is intrinsically linked to the quality of patient care. This article addresses strategies for retention including career growth opportunities, workplace safety, and emotional well-being to engage nurses across the organization, as well as key retention metrics to track program success.
Drive Engagement with Career Growth Pathways
Career advancement remains a cornerstone of nurse engagement and loyalty. To support nurses across career stages, organizations must implement customized strategies for each career stage.
For nurses just starting their careers, transition programs, such as residency programs or structured preceptorships, help them build competence and confidence. Encouraging participation in professional development courses equips them with additional skills and infuses a sense of achievement in their role.
As nurses gain experience, opportunities to expand their scope of practice, pursue certifications, and specialize in areas of interest keep them engaged. Encouraging involvement in quality improvement projects or research initiatives also fosters intellectual stimulation.
For tenured nurses, providing clear pathways for leadership roles allows them to take on greater responsibilities and mentor younger colleagues. Leadership development programs focused on managerial and communication skills support nurses in transitioning into administrative positions.
As experienced nurses approach retirement, it becomes critical to capture their wealth of knowledge and maintain their sense of purpose. Mentorship programs serve as platforms for knowledge-sharing while fostering strong professional bonds. Structured knowledge-sharing initiatives, such as recorded lectures or collaborative workshops, ensure the longevity of their insights long after their departure.
When it comes to career growth, offering clear development pathways not only engages nurses but also demonstrates an investment in their futures. These opportunities are vital for retaining early-career and experienced nurses alike.
Supporting Nurse Well-Being and Safety
Nursing is one of the most emotionally demanding professions, placing individuals at risk of burnout. Resiliency programs provide access to wellness programs, mindfulness workshops, physical fitness facilities, and stress-relief resources, contributing to a healthier workforce. Providing access to mental health resources, peer support groups, and professional counseling also help nurses navigate the emotional challenges of their roles.
Other initiatives to prioritize well-being include flexible scheduling and improved staffing models. Showing nurses the organization recognizes their personal needs and preferences through flexible shifts or self-scheduling can greatly impact satisfaction. Improved staffing models establish appropriate nurse-to-patient ratios to maintain a high standard of care. Both of these strategies are linked to higher job satisfaction through a reduction of emotional exhaustion and burnout.
While emotional support is necessary, ensuring workplace safety is fundamental. A recent National Nurses United study showed eight in ten nurses experienced violence in the workplace.2 Implementing robust support systems and streamlined protocols can assist with these incidents and help prevent nurses from feeling unsafe. Also, providing comprehensive training in handling workplace violence, installing notification system technology, supplying necessary protective equipment, and ensuring security within facilities are critical for fostering trust and a sense of safety with nurses and staff.
The Role of Measuring Success
To fine-tune retention strategies, nursing leaders must track and analyze key retention metrics. Metrics such as turnover rates, absenteeism, and job satisfaction surveys offer insights into the workforce's sentiment. Early indicators, such as staff complaints about workloads or declining participation in development activities, help leaders address risks proactively.
By taking a data-driven approach, healthcare organizations can continuously adapt their strategies to maintain a motivated and committed nursing workforce.
Support Retention Efforts with the Right Technology
Innovation also plays a role in building engagement. For example, implementing healthcare-specific workforce management technology to streamline scheduling and time and attendance supports flexible scheduling and staffing models, while providing analytics that help optimize the workforce. Introducing collaborative team-based care models also supports nurses in focusing on what matters most—patient care.
Retaining happy and engaged nurses requires a holistic approach that addresses their emotional, professional, and practical needs. By fostering a culture of growth, safety, and resilience, leaders ensure nurses feel valued and supported throughout their careers. These efforts ultimately lead to better staff retention, increased job satisfaction, and improved patient outcomes – a winning edge for healthcare organizations and nurses alike.
Helpful QGenda Resources:
QGenda Nurse and Staff Workforce Management Overview Video
Watch this video for an overview of the benefits QGenda provides nurses with a healthcare-specific scheduling and time and attendance solution.
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1 2025 NSI National Health Care Retention & RN Staffing Report