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Hospitals across the globe face a worsening nurse retention crisis, with turnover rates of 20–30% common even before COVID-19. The pandemic only deepened the challenge, driving burnout, stress, and unprecedented attrition.
This research brief, conducted by Crucial Learning and the American Organization for Nursing Leadership (AONL), shows why popular strategies like employee rounding do little to retain staff. While 81% of nurse managers reported rounding regularly, only 36% of nurses noticed it, revealing a disconnect between activity and impact.
Instead, the study found that nurse managers in high-retention units excel at creating authentic connection through three proven practices:
- Care – Nurses feel valued and supported as individuals.
- Growth – Leaders actively invest in professional development and career opportunities.
- Help – Managers step in when needed, offering practical support and partnership.
Nurses who experience these three factors are 80% more likely to stay long-term. Even in high-stress environments, when leaders demonstrate care, growth, and help, the likelihood of nurses intending to remain rises significantly.
This eBook outlines best practices that move beyond routine checklists to foster real connection, including:
- Creating meaningful moments that demonstrate presence and appreciation.
- Collecting and acting on personal “dots” of information to build trust.
- Showing sacrifice—time, resources, or ego—to prove staff matter.
- Keeping commitments to build credibility and lasting loyalty.
The conclusion is clear: connection, not compliance, is the true driver of retention.
To explore how Crucial Conversations® training can help your healthcare organisation strengthen connection and retention, click below:
👉 Crucial Conversations for Mastering Dialogue
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