At home, it came as a parent, was I being enough, how could I keep control of everything, are we living

I want to keep being a wine drinker, I just need help in cutting down.” “Okay,” I replied. Not as much as she was accustomed to, but just enough to keep her from wanting to jump out of her skin Her goal was to keep on drinking, and so she continued to drink, for a while at least.

communication, professional support, a strong support system, and an embrace of imperfection, you can keep

volatility, but the advancements and innovations of technology will provide the momentum needed to keep

She reveals why focusing on numbers can keep you stuck in performance mode — and how shifting to self-awareness

There are a few ways that I keep my good mood throughout the day, week, month, year, etc. The main point here is to keep it easy on yourself. Meditation is the gift that keeps on giving. Here is the best part. Keep it simple. Focus on your breath. Focus on a mantra or affirmation. Focus on the quiet. yourself each and every day why you made the decision to seek and hold onto your good mood, you won’t keep

That’s honestly the only reason I keep making music and remain in the industry at all. Maybe that’s what keeps me going, no matter how hard or unpredictable this industry can be.   My business partner and I have always tried to keep things honest when working with companies, distributors I’m not exactly sure how it happens, but new, fresh ideas just keep coming. That’s what keeps me grounded.

Written by Amber Soiland, Nurse Educator & Public Advocate 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: ACLS Skills: A study  found that only 30% of participants retained ACLS skills at 3 months post-training, dropping to 14% at 12 months. BLS Skills: Another study  demonstrated that BLS skills significantly declined within 3 to 6 months after training. 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 sessi ons: Implement shorter, more frequent training sessions to reinforce skills. Simulation-based lear ning: 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. Follow me on Instagram ,  and visit my website  for more info! 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.

a relationship coach, it became crystal clear what the only way forward is if you want to find and keep If finding and keeping long-lasting love is an inside job, how do you do this? the individuation process” which means “to become more of who you already are” in order to find and keep

The statistics are bleak : 9 of 10 people who lose weight fail to keep it off in the long term. exercise more” as overweight people often are told ( I was myself very obese and still need to work on keeping success more likely , your weight will come off – and you will feel empowered and even excited to keep view of the bleak statistics, many people still feel that there is no hope for them to lose weight and keep

The fear of not keeping up (FONKU) can prevent us from reaching our full potential and living our best Stop Judging Yourself When people are afraid of not keeping up with the latest trends, they often judge If you're feeling stressed or anxious because you haven't been able to keep up with everything in your

“It can often feel like you want two different things: to make money as a woman and have a masculine man that knows how to lead and still provides and protects you. Society teaches us that you cannot have both.” - Monica Yates One of the number one things that couples fight over is money. Navigating finances, figuring out who pays for what, and the whole ‘wealth gap’ can feel like a real burden in your relationship. Money, in my opinion, isn’t something worth being the number one source of turmoil in a relationship . Why? Because money is neutral in energy. However, most of us feel a less-than-ideal way about money which we project into our relationships. Over time the fights and resentment will only hinder your long-term wealth growth and, worst of all could cost you your relationship. The number of women-initiated-divorces is on the rise. As is the number of women out-earning their male counterparts. Female breadwinners are becoming the new norm. Many people can end up feeling shame, resentment, and anger around money because of the problems it brings into their relationships. And really, the issue isn't about money … it's about communication and getting our needs met . Most people are not great at communicating about money because it's a sensitive subject with each person's value, ego, hard work, and time behind it. It's easy to talk about what you're having for dinner, but it's HARD to talk about finances. Then on top of that, the stress of wanting him to lead you so that you can be in your feminine can feel defeating when you feel like it’s not happening in the way that you expect it to. At the end of the day, whether there’s a wealth gap or not, women still want to feel protected and provided for, and unfortunately, we still tie that to a dollar amount. Here are three ways to massively improve the dynamics of your relationship if money is driving a wedge between you and your partner: 1. Heal your relationship with money. If you are avoidant or resentful towards money , it will make talking about it that much harder. Most people grow up with limiting money beliefs. Identify which are yours, and work through them so that you and your partner can have open conversations about money without your stories hindering the conversation. 2. Acknowledge that your feelings are your responsibility. Oftentimes when couples come to me and ask to work with me ‘as a couple,’ I turn down the request because, in most cases, the conflict resides within each individual (not always, of course). When you as the individual (and your partner as an individual) can address the issue as your own and heal the root cause of the conflict around the topic of money, you’ll be a much more effective communicator in the relationship. 3. Communicate your needs without emasculating your partner. When our needs aren’t being met, it’s the easy route to get frustrated and take it out on our partner. Show your partner how it makes you feel when they hold a door open for you, when they handle planning the dates, etc. Men are hardwired to want to protect women, and if he sees it’s also a turn-on for you when he provides you with a feeling of safety and ease - honey, the job is done. Navigating this subject does not have to be stressful. It can feel sexy and intimate when you tackle a big hurtle like this together . If you would like more resources on this subject, check out my podcast and my masterclass, The Feminine Female Breadwinner . This masterclass is going to take you from feeling stressed about the impact money is having on the polarity of your relationship to feeling completely in alignment with your partner and how money impacts your relationship. For more info, follow Monica on Instagram , LinkedIn , YouTube and visit her website ! About the author: Monica Yates is a somatic trauma healer, feminine & masculine embodiment coach, period whisperer and podcast host. After struggling with her own health issues, multiple traumatic surgeries and a terrible relationship with men, she finally had to face the issues that she was blissfully unaware of. Her modalities that now help thousands of women and men around the world be free of their big and small trauma. She works with people from all walks of life that are determined to no longer be held back by beliefs, bad habits, health issues, inner child wounds, anxiety, fears etc. She is the CEO of Monica Yates Health and the host of the podcast, Feminine as F*ck.