As a Director of Nursing, staffing is one of the most critical challenges we face.
Responsibilities keep growing, yet the staff to fulfill them often isn’t there.
This can lead to shortcuts that put patients and staff at risk, and eventually, it takes a toll on morale.
But retention isn’t just about hiring. It’s about hiring the right people and then keeping them.
Desperate times may call for desperate measures, but putting unqualified individuals in key roles only creates more problems.
Trust me, I get it. I’ve been there. But I’ve also learned that retention starts with how we treat our staff from day one—and every day after that.
Invest in Your Team from Day One
Retention begins the moment a new hire walks through the door. Here’s how to set them up for success:
Onboarding: Provide a structured and welcoming onboarding experience.
Orientation: Offer proper training tailored to their role.
Feedback: Conduct meaningful evaluations that help them grow.
Support: Assign a go-to person they can rely on for questions and guidance.
Yes, this takes time and resources. Is it costly? Absolutely. But so is the revolving door of high turnover.
Show That They Matter
Do you remember how you wanted to be seen, heard, and appreciated by your leaders when you worked the floor? I know I do. And there were times when, unfortunately, the leadership was just poor.
What I learned from those experiences was this: be the change you want to see.
Be the leader you wished you had when you worked the floor.
The same way I wanted to be treated—with respect, value, and genuine care—is what drives me to show up for my teams today.
Does that mean everyone is always happy? Absolutely not. Leadership isn’t about making everyone happy; it’s about creating an environment where people feel supported and valued, even during tough times.
Your staff wants to know that they’re more than just numbers filling shifts. They want to feel valued, seen, and appreciated. Here’s how:
Say hello and ask how are you doing?—small gestures that build connection.
Write handwritten cards that reflect the unique relationship you have with each team member.
I remember handwriting cards for my employees, and none of them were the same. Each card had a different meaning, depending on the relationship.
For example, one of my CNAs was literally my rider—the person I could count on no matter what. Her card reflected that: “To my rider, I appreciate you for always having my back." etc
Another card was for a nurse who was tough on the outside but sweet as pie. I made sure her card reflected her personality and the value she brought to our team.
Once everyone received their cards, they would read them and share them with their coworkers.
It was an amazing moment to witness—it definitely boosted morale.
For me, the fact that I took the time to write each employee a handwritten card made the experience very personal.
Even now, as an agency owner, I still write thank-you cards to my new hires.
During the interview process, I ask questions about what they like—things they enjoy or appreciate—and I keep a list of their answers. Later, I use that list to gift them something meaningful, showing them that I truly listened and care.
Get to know your team. Take care of them, and they will take care of you.
The Power of Recognition
Small actions often have the biggest impact. I remember helping out at a facility once, and on my last day, someone came up to me and said:"Thank you for being so nice. I couldn’t believe that by your second day here, you already knew my name.
You greeted me with 'good morning' every day. That meant a lot to me."
For me, knowing the names of the people I work with is important. It’s not okay for me to say, “Oh, I’m not good with names, so just bear with me.”
As leaders, we must take the time to learn and remember. It’s a small effort that leaves a big impact.
Creating a Culture of Retention
Retention isn’t just about paychecks. It’s about creating a culture where staff feel supported, inspired, and invested in.
Help when they’re drowning.
Celebrate their wins and help them learn from mistakes without judgment.
Create an environment that prioritizes health, wellness, and professional growth.
People stay where they feel appreciated.
What kind of culture have you built in your facility?
As nurse leaders, retention starts with you.
Show your team they matter, and watch them thrive.
Lead with love ❤️
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