Blog Post | Beyond Recruitment: The Struggle to Retain Nurses and How to Overcome It

Beyond Recruitment: The Struggle to Retain Nurses and How to Overcome It

Nurse retention is essential for healthcare stability: Dawna Cato, PhD., RN, NPD-BC shares how strategic solutions can make a difference.

The healthcare industry continues to face a nursing shortage, putting a strain on resources and disrupting patient care. While recruiting is a critical focus, nurse retention is equally important and often presents a more significant challenge. Many leaders recognize its significance but struggle to implement effective strategies to retain their nursing staff. By investing in retaining top talent, healthcare organizations can reduce turnover costs while ensuring high standards of care and fostering a more stable and engaged workforce.

It’s time to shift the view of workforce development from being solely an employee benefit to a critical business strategy. Partnering with workforce solutions providers like OpusVi can empower leaders to build a sustainable, powerful and competent workforce.

The Rising Demand for Skilled Nurses

The nursing shortage, while improving post-pandemic, still presents significant challenges. In 2021, nurse turnover reached a staggering 27.1%. Although turnover rates dropped to 18.4% in 2023 and vacancy rates fell from 17% in 2022 to 9.9% in 2024, healthcare organizations struggle to maintain a stable workforce. The costs associated with high turnover — recruiting, training and onboarding new staff — and the strain on existing employees underscore the urgent need for hospitals to rethink their approach. In fact, according to a 2024 Nursing Solutions Inc. report, the average cost of turnover for a bedside Registered Nurse (RN) is $56,300 annually. Instead of relying on short-term, band-aid solutions, leaders must invest in long-term retention strategies that address the root causes of turnover.

Kathy Sanford, Chief Nursing Officer at CommonSpirit Health

“Amid a critical healthcare worker shortage, our care providers are navigating challenging conditions to maintain the exceptional standards of care they aim to provide. Despite limited resources, their commitment to meeting patient needs showcases resilience in action, reflecting their dedication to our community's well-being.”

Workforce development plays a critical role in retention by offering nurses clear career growth pathways. Initiatives such as leadership training and continuing education not only empower nurses to take on more responsibilities but also increase job satisfaction, reducing turnover. By investing in their workforce’s development, healthcare organizations can build a more stable, flexible and skilled nursing staff, better equipped to meet both current and future demands.

Dawna Cato, Director of Nurse Residencies at OpusVi

“Organizations that support, mentor and encourage professional development are rewarded with stabilization of the workforce, confident and competent nurses and emotional attachment to the populations served.”

Career Growth Pathway: A Win-Win for Nurses and Organizations

Creating clear career pathways is one of the most effective ways to invest in nurse development. These pathways encourage nurses to expand their skill sets and advance into leadership roles, while also supporting retention. Knowing that an organization will support them through multiple stages of their career can keep nurses longer, as they feel confident they’ll be equipped to advance. This support also reduces turnover and fosters loyalty, as nurses can grow without the financial strain of leaving their roles.

At OpusVi, we recognize the critical importance of supporting nurses throughout their careers. Our career pathways are specifically designed to help healthcare organizations keep their workforce engaged, upskill providers, retain top talent and drive meaningful returns on investment (ROI). These programs not only enhance the skills and capabilities of nursing staff but also foster long-term loyalty and commitment, ensuring a sustainable and engaged workforce.

Certified Nursing Assistant and Medical Assisting Training Programs

Certified Nursing Assistants (CNAs) and Medical Assistants (MAs) play a vital role in the day-to-day operations of healthcare facilities. Structured training programs for both positions ensure a steady supply of skilled workers to fill these roles. Many participants in these programs pursue advanced nursing careers, making them critical components of workforce development.

OpusVi has built a scalable, competency-based CNA training program designed to boost retention and fill the heightened need for CNAs within Providence amid industry-wide healthcare staffing shortages. The program was rolled out across Providence in Alaska, Washington, Oregon, Montana, New Mexico and Texas.

While working with OpusVi, MercyOne achieved a 50% reduction in MA turnover and increased retention rates to 90% with an innovative apprentice-style training program. The program helped create a career pathway that included a three-year sustainability plan, where participants moved from entry-level roles to advanced credentialing and committed to staying with MercyOne for at least two additional years.

Nurse Residency Program

Transitioning from education to practice can be daunting for new nurses. According to the ECRI 2024 Report, a top safety concern is the challenge of transitioning newly trained clinicians from education to practice.

OpusVi’s structured one-year residency program helps bridge this gap, reducing turnover during the critical early stages of a nurse’s career. This program fosters confidence in clinical decision-making and a sense of belonging within teams, resulting in higher job satisfaction and retention.

In the first year following the implementation of our Nurse Residency program at CommonSpirit Health (CSH), nurse retention rates climbed to over 92%, a notable improvement from pre-implementation levels. The program also saved CSH approximately $16.3 million annually in turnover costs.

RN to BSN Program

OpusVi’s RN to BSN program equips nurses with enhanced clinical skills, leadership capabilities and a deeper understanding of evidence-based practices. Nurses who earn a BSN are better prepared to think critically and improve patient safety, leading to better patient outcomes. For healthcare organizations, this translates to more competent staff and a higher quality of care.

Nurse Leadership Training

With many nurse leaders nearing retirement, there’s an increasing need to fast-track capable nurses into leadership roles. Programs aimed at developing future nurse leaders can fill critical gaps in decision-making and ensure continuity in healthcare delivery.

According to the 2022 National Sample Survey of Registered Nurses, 23% of Registered Nurses (RNs) working in outpatient, ambulatory and clinical settings plan to retire within the next five years. Training the next generation of nurse leaders is essential for sustaining quality care in hospitals and other healthcare settings.

To enhance career growth and leadership opportunities among its members, the Association of California Nurse Leaders (ACNL) partnered with OpusVi to deliver a 12-week Certificate in Nurse Leadership program, co-designed with Duke CE. This program was designed to equip nurses with the skills needed to lead effectively within their organizations, fostering both personal and professional growth.

The program’s impact has been significant: 93% of graduates have either advanced in their careers or remain in leadership roles within their organizations, applying the course insights to improve team performance and organizational outcomes.

The Benefits of Investing in Nurse Development

Investing in nurse development through education, upskilling and clear career pathways delivers numerous benefits, both for healthcare organizations and the nurses themselves.

Research from MIT in 2023 shows employees who feel supported in their career development are more likely to stay with an organization long-term, as it fosters a sense of purpose and commitment. Well-trained and engaged nurses are better equipped to provide consistent, high-quality care, in turn improving patient outcomes and safety.

In 2024, many organizations began to rethink their staffing models by focusing on hiring younger talent, particularly from ages 16 to 18, to build a talent pipeline early. This strategy ensures a steady flow of new healthcare workers and allows organizations to nurture and develop talent from the start.

For example, Bloomberg Philanthropies created healthcare-focused high schools across 10 urban and rural communities. These innovative schools are designed to equip students with the skills and certifications needed to enter healthcare roles immediately after graduation, further strengthening the talent pipeline.

Building the Bottom of the Pyramid

To build more robust and efficient care teams, it is crucial to train clinical staff members at all levels of the organization to help them work at the top of their licenses.

Programs like residency and preceptor training support this goal by equipping staff with the skills and confidence needed to take on more complex tasks. CNAs and MAs, for example, can be trained to provide more advanced support to Registered Nurses (RNs), allowing RNs to focus on higher-level care.

These development programs create a ripple effect, enabling staff to operate at the top of their license,enhances individual performance, improves team dynamics and allows department leaders to focus on strategic goals. Ultimately, this approach strengthens the entire healthcare system’s ability to deliver high-quality care.

Cost-Effective Talent Development

Developing internal talent is a cost-effective way to build a strong, skilled workforce. By offering growth opportunities, such as upskilling and leadership training, organizations reduce reliance on external hires and lower turnover costs. Supporting staff development ensures that employees’ skills align with organizational needs and values while fostering loyalty and long-term commitment.

Improved Retention

Creating clear career pathways offers staff a sense of purpose and a long-term vision for their professional future. Employees are more likely to stay if they see opportunities for growth, skill advancement and upward mobility. For example, programs for career progression, such as moving from a medical assistant to a nurse leader, foster long-term engagement and loyalty.

Investing in nurse development is not just about retention — it’s about building a workforce that is prepared to meet the future demands of healthcare. By providing clear pathways for career growth, healthcare organizations can foster a more skilled, committed and resilient team. Supporting nurse development strengthens the entire organization, driving better patient outcomes and long-term success.

To learn more about how OpusVi’s workforce development programs can help your organization retain top nursing talent and build long-term workforce stability, book a time or explore our solutions on our program page.