Why Nurse Turnover is Rising and 5 Ways to Keep Good Nurses on Your Team
- Brainz Magazine
- May 4
- 6 min read
Amber is a nurse educator, public advocate, and entrepreneur with experience in emergency nursing, simulation-based training, and harm reduction. Owner of The RTI, she specializes in critical care education, mock codes, and national certifications. Passionate about leadership and public health, she leverages social media to educate and inspire.
Nurse turnover is skyrocketing, costing hospitals millions and endangering patient care. Discover five evidence-based strategies healthcare leaders can use to retain top talent, boost team resilience, and build a stronger future.
In today’s healthcare landscape, hospitals are struggling to retain experienced nurses, and the turnover crisis is costing far more than staffing shortages. High turnover impacts patient safety, drains financial resources, and leaves remaining staff under even greater pressure. This article explores the real reasons behind the surge in nurse turnover and offers five evidence-based strategies healthcare leaders can implement to build stronger, more sustainable teams.
What is nurse turnover and why does it matter?
Nurse turnover refers to the rate at which nurses leave their jobs, whether voluntarily or involuntarily, within a given time frame. While some degree of turnover is normal in any workforce, the current rates among nurses are alarming and costly. According to the 2024 NSI National Health Care Retention & RN Staffing Report, the average cost of turnover for a single bedside RN is estimated between $40,000 and $64,500. Beyond financial loss, high turnover leads to staffing shortages that can compromise patient safety, increase medical errors, and damage hospital reputations.
Professional support must include ongoing, adaptive education for every nurse
When discussing professional support, it's critical to look beyond basic orientation programs for new graduates. A true culture of professional growth must involve a well-designed, continuous education program accessible to every nurse in the organization, not just the newest hires. Education should be fluid, adaptive, and ongoing, equipping all nurses with the confidence and skills they need to face any patient event, whether routine or emergent.
This becomes even more essential for non-trauma hospitals that may receive unexpected walk-in traumas, ambulance diversions, or mass casualty patients. In these high-stakes situations, every nurse, from the ICU to the Med-Surg unit, must be prepared to respond effectively. Without regular, hands-on training, gaps in knowledge and confidence can have devastating consequences.
Hospitals that invest in creating structured, evolving educational programs, combining simulation, case reviews, skill drills, and evidence-based refreshers, see stronger teamwork, faster clinical response times, and higher staff satisfaction. True professional support is not static. It is dynamic, anticipatory, and committed to building readiness across the entire staff.
The problem with infrequent recertification
Many hospitals mandate certifications like Advanced Cardiovascular Life Support (ACLS) and Basic Life Support (BLS) every two years, and Trauma Nursing Core Course (TNCC) every four years. However, research indicates that critical skills can deteriorate much sooner:
These findings suggest that the current recertification intervals may be insufficient to maintain proficiency in life-saving procedures.
The science of skill retention
The "forgetting curve," a concept introduced by Hermann Ebbinghaus, illustrates how memory retention declines over time without reinforcement. Studies show that learners forget approximately 70% of new information within 24 hours and up to 90% within a week.
To combat this, educational strategies like spaced repetition and regular hands-on practice are essential. These methods reinforce learning and help transfer skills into long-term memory.
Recommendations for continuous education
To ensure nurses maintain critical competencies:
Frequent training sessions: Implement shorter, more frequent training sessions to reinforce skills.
Simulation-based learning: Utilize high-fidelity simulations to mimic real-life scenarios, enhancing preparedness.
Regular assessments: Conduct periodic assessments to identify knowledge gaps and provide targeted refresher courses.
By adopting these strategies, hospitals can foster a culture of continuous learning, ensuring that all nursing staff are equipped to deliver safe and effective patient care.
5 evidence-based ways to reduce nurse turnover
Reducing nurse turnover requires more than recognition days and pizza parties. It demands meaningful, strategic investment in the professional lives of nurses. Based on current research and frontline experience, here are five evidence-based strategies that hospitals can implement to build stronger, more sustainable teams:
1. Build structured onboarding and mentorship programs
Effective onboarding doesn't end after a week of shadowing. Hospitals that implement structured residency programs, combining hands-on clinical mentorship, emotional support, and clear milestones, see significantly lower turnover rates.
According to a study published in the Journal of Nursing Administration, hospitals with formal nurse residency programs reduced new graduate turnover from 39.1% to 25.1% in just one year. Mentorship not only improves clinical competency but also strengthens nurses' sense of belonging and purpose early in their careers.
2. Create regular opportunities for skill development
Nurses who feel stagnant are more likely to leave. Beyond required certifications, hospitals must offer frequent opportunities for professional growth, including specialty courses, simulation training, cross-training in new units, and leadership development.
When education is seen as a career-long investment rather than a one-time event, nurses are more engaged, confident, and loyal to their organization.
3. Prioritize staff communication and psychological safety
Healthy team dynamics are not optional. They are critical to nurse retention. Organizations must foster open communication, routine feedback loops, interdisciplinary collaboration, and a culture where concerns can be voiced without fear of punishment.
Research shows that teams built on psychological safety are more innovative, resilient, and less prone to burnout. Nurse leaders should model transparency, encourage input from all staff levels, and intervene early when toxic behaviors emerge. Workplace bullying, cliques, passive-aggressive behavior, and exclusion can silently erode even the most talented teams. Left unaddressed, these dynamics fuel burnout, resentment, and ultimately, turnover. Effective leaders recognize that psychological safety is not a “soft skill.” It is a measurable driver of staff satisfaction, innovation, and patient safety. Stopping toxic behaviors early is an investment in both team culture and long-term retention.
4. Offer clear career growth pathways
Nurses need to see a future within their organization. Hospitals that offer defined career ladders, with advancement opportunities based on certifications, clinical expertise, and leadership training, retain more high-performing nurses.
Career mobility options should not only be available but actively discussed during annual evaluations and mentorship meetings. When nurses feel their ambitions are supported, they are far more likely to stay and grow within the organization rather than seeking opportunities elsewhere.
5. Take action on staffing ratios and workload
No strategy will succeed without addressing the physical and emotional toll of unsafe staffing ratios. Chronic short-staffing leads directly to moral injury, burnout, and resignations.
Hospitals must invest in proactive staffing models, flexible scheduling options, and realistic patient assignments. While staffing challenges are complex, failing to address them guarantees a cycle of turnover that ultimately costs more than proactive investment ever would.
How strong nurse retention saves hospitals time, money, and lives
Investing in nurse retention isn't just about maintaining staffing numbers. It’s about safeguarding the very heart of patient care. High turnover destabilizes teams, increases onboarding costs, and places vulnerable patients at greater risk. Conversely, hospitals that prioritize retention through ongoing education, structured support, and a healthy workplace culture enjoy measurable, long-term benefits.
Studies show that organizations with strong retention programs experience:
Lower operational costs: Replacing a single bedside RN can cost up to $64,500. Reducing turnover significantly protects hospital budgets.
Higher patient satisfaction scores: Continuity of care improves trust, safety, and outcomes – key factors in reimbursement models.
Stronger clinical outcomes: Experienced, engaged nurses identify patient deterioration earlier, advocate more effectively, and reduce preventable complications.
Enhanced workplace morale: Teams that grow and learn together stay resilient during periods of stress and change.
Hospitals cannot afford to treat nurse turnover as a staffing inconvenience. It is a critical operational, financial, and patient safety issue, one that demands immediate, evidence-based action.
Organizations that choose to invest in their nurses today are the ones that will survive, thrive, and lead tomorrow.
Call to action
If you're a healthcare leader, now is the time to act. Advocate for ongoing education, build stronger support systems, and invest meaningfully in your nurses, because when you invest in them, you invest in the future of healthcare itself.
Commit to making continuous, hands-on education a standard, not an afterthought. Create environments where every nurse feels supported, equipped, and empowered to deliver the highest level of care. Change begins at the leadership level, but its impact will ripple outward, improving patient outcomes, saving lives, and strengthening the very foundation of your organization for years to come.
Read more from Amber Soiland
Amber Soiland, Nurse Educator & Public Advocate
Amber is a nurse educator, public advocate, and entrepreneur dedicated to saving lives through education and harm reduction. With a background in emergency nursing, she specializes in critical care training, simulation-based learning, and Narcan distribution. As the owner of The RTI, she provides hands-on instruction in mock codes, trauma response, and national certifications. Amber also leverages social media to make complex medical topics accessible to a wider audience. Follow her for expert insights on emergency care, patient safety, and healthcare innovation.
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