5 Ways Leaders Can Improve Nurse Retention Besides Recognition

It’s during National Nurses Week that we celebrate the invaluable work and dedication of nurses everywhere. But recognition alone isn’t enough to retain the nursing professionals who are at the heart of healthcare. In a time of high turnover and increasing burnout, nurse leaders must take a more strategic, systemic approach to improve nurse retention besides recognition.

At Relias, some of our own nurses shared how healthcare organizations can better support nurses beyond the usual verbal tributes and token gestures. Their insights, combined with current research, underscore five powerful ways nurse leaders can improve retention — not just during Nurses Week, but every day.

1 — Create a culture of belonging and respect

Organizational culture is one of the most powerful predictors of nurse retention. When nurses feel respected, heard, and supported, they’re far more likely to stay.

Felicia Sadler, MJ, BSN, RN, CPHQ, LSSBB, emphasized just that. “Culture is foundational to nurse retention, as it shapes the work environment and influences job satisfaction,” she said. She highlighted the importance of shared governance and involving nurses in decisions that impact their daily work.

A 2023 study published in Nurse Leader found that cultivating an inclusive and empowering culture is linked to reduced turnover and greater job satisfaction​.

Action step: Implement shared governance councils to give nurses a voice in policies and decisions.

2 — Invest in professional growth and career pathways

Many nurses leave not because they’re unhappy, but because they’re unsure of their future within their organization. Career development opportunities — including continuing education, mentorship, and leadership training — are key to long-term retention.

As Sadler also noted, “Providing clear, attainable opportunities for career path development can motivate nurses to stay and grow within the organization.”

Supporting career progression also benefits healthcare systems. Research from the American Organization for Nursing Leadership (AONL) shows that investment in nurse development is directly tied to retention and quality outcomes​.

Action step: Offer a clinical ladder or mentoring program tied to internal advancement.

3 — Offer flexibility and autonomy

Nurses are increasingly seeking more control over their schedules and work environments, especially as caregiving responsibilities and burnout rise. Leaders who offer flexible scheduling and autonomy in clinical decision-making can enhance satisfaction and retention.

Claire-Elisabeth Hartman, RN, BSN, IBCLC, shared that “flexible scheduling and paid leave will increase nurse retention,” especially when combined with safe staffing and a culture of safety.

Hartman’s reflection aligns with ANA guidance, showing that flexible scheduling models lead to improved nurse well-being and retention rates​.

Action step: Pilot self-scheduling or shift-swapping initiatives within nursing units.

4 — Support nurses’ individual goals and life needs

Retention efforts often fail because they’re one-size-fits-all. As Lora Sparkman, MHA, RN, BSN, pointed out, “Nurse leaders need to understand how to target nurses who are interested in hospital bedside care and incentivize them to stay.” That means supporting what drives each nurse — whether it’s paying down student debt, flexible leave to raise a family, or opportunities outside of hospital settings.

Leaders must recognize that nurses have diverse goals and evolving needs. A 2022 report by McKinsey showed that personalized retention strategies — such as educational benefits like tuition reimbursement or on-the-job training opportunities and flexible work arrangements — have a greater impact than generic incentives​.

Action step: Use regular check-ins and surveys to understand your nurses’ career goals and personal motivators.

5 — Boost morale through joy and connection

Retention isn’t just about career ladders or compensation — it’s also about joy. Amanda Gibson, BSN, RN, shared that creating a fun and positive workplace can go a long way. “Morale-boosting strategies don’t have to cost anything, and they can be a creative way to increase engagement and positivity,” she said.

Whether it’s a themed spirit week or spontaneous celebrations, these efforts remind nurses why they love their profession — and that their contributions matter.

Research from the Institute for Healthcare Improvement (IHI) supports the idea that psychological safety and joy at work are critical to sustaining a resilient healthcare workforce​.

Action step: Organize interdisciplinary events or friendly competitions to foster joy and connection.

Celebrating all our nurses

As we celebrate National Nurses Week, let’s use some of the ways mentioned above to improve nurse retention besides recognition. Nurses are calling for deeper change — rooted in belonging, growth, flexibility, respect, and joy. As Hartman so powerfully stated, “Creating systemic conditions in which nurses can thrive is essential to the future of nursing.”

Nurse leaders have the opportunity — and the responsibility — to build those systems today.

Get to know Relias through our nurses’ personal stories

The Relias nurses we’ve quoted above each have a unique story, reflecting the many paths that can lead to a successful nursing career and beyond. Here are some of their personal stories.

Felicia Sadler, MJ, BSN, RN, CPHQ, LSSBB, Vice President, Quality

“As a pediatric patient, I literally grew up in healthcare. I was very determined at the age of 13 that I was going to be a nurse. I began pursuing healthcare as a career, beginning as a candy-striper volunteer and participating in high school vocational after-school programs. In high school, I devoted any extra time to spending time in the hospital. I was excited every day that I walked through the doors. I was on a fast track to nursing school, taking night college courses while still in high school. I didn’t pause for summers — and you might say I never paused. I have been in healthcare for over 40 years, and I am still as passionate today as I was then. My passion was driven by a strong desire to make a meaningful difference in the lives of others through knowledge, skills, and expertise.”

Lora Sparkman, MHA, RN, BSN, Vice President, Patient Safety and Quality

“I had a hospital stay following an orthopedic surgery, and I liked the role of the nurse and the hospital environment. Later, I became a lifeguard in high school, and I loved the training and having the responsibility, knowledge, and skill to perform in urgent medical and emergent situations. I went to college specifically to be a nurse. When I reflect on my favorite bedside nurse memories, it was the teamwork in the ICU with physicians and nurses resolving very complex healthcare issues for our patients. There was camaraderie among the team. It was fast-paced, respectful, inclusive, fun, emotional, and fulfilling work.”

Amanda Gibson, BSN, RN, Mid-Market Account Executive

“Although I knew I wanted to work in a career providing service, I did not know I wanted to be a nurse. I had dropped out of high school in 10th grade, and when I had my first baby at 18, I was uneducated and unable to afford to live. I knew I needed to go to college and build a career that would be fulfilling, have job security, and support myself and my child. I was able to set myself on a fast track to a nursing degree and an income that would support my family. After becoming a nurse, caring for people, and making a difference in so many lives, I realized I had found my calling and passion and knew I would continue to make a difference in healthcare and drive advancements in nursing.”

Claire-Elisabeth Hartman, BSN, RN, IBCLC, Lead SME Writer, Clinical Solutions

“I became a nurse because I fell in love with birth. Supporting people through one of the most profound moments of their lives — keeping them safe, advocating for them, and honoring their strength — gave me a deep sense of connection to humanity. I knew I could offer mothers and families guidance, protection, and respect throughout that journey, no matter the outcome. Obstetrics is a high-stakes area of medicine, but supporting birthing people is also foundational to a healthy society.”