Why rethink nursing support and structure?
After the pandemic, the nursing workforce has stabilized. Turnover for staff registered nurses dropped by about 2.4% in 2024, reaching a national average of 16.4%.
With that stability, many health systems are now focusing more on retention and building a strong pipeline for the future — rather than just hiring quickly.
To support nurses better, hospitals are experimenting with new ways to change what nurses do, when they do it, and how they’re paid. These changes are driven by real nurse feedback and data that show supporting nurses can improve outcomes.
Investing in education, mentorship & growth
After the pandemic, the nursing workforce has stabilized. Turnover for staff registered nurses dropped by about 2.4% in 2024, reaching a national average of 16.4%.
With that stability, many health systems are now focusing more on retention and building a strong pipeline for the future — rather than just hiring quickly.
To support nurses better, hospitals are experimenting with new ways to change what nurses do, when they do it, and how they’re paid. These changes are driven by real nurse feedback and data that show supporting nurses can improve outcomes.
Offering more schedule flexibility
Some hospitals are experimenting with bold employment changes to improve retention:
- At Ohio County Hospital, all nurses were converted to salaried staff.
- They designed a 7-on / 7-off staffing rhythm — nurses work a full week, then off a full week.
- Weekday nurses do not work weekends, and weekend nurses are paid at a higher rate. Some nurses who take mixed schedules can earn nearly $100,000.
- Because they switched to a salaried model, overtime rules don’t apply. In one year, they saved over $40,000, lowered night shift turnover from 50% to 2%, and reduced use of agency nurses during crisis periods.
This model may not scale everywhere, but it proves that radical options can pay off when carefully piloted.
Trying new pay and staffing models
None of these strategies should be deployed blindly. The successful programs have a few things in common:
- Start with a pilot program
- Measure key metrics: turnover, overtime, satisfaction, patient safety
- Stay open to pivoting or scaling based on results
As one nursing leader said: “Sometimes the solution that looks impossible on paper is the one that truly changes everything.”
Why these changes matter
These innovations — support roles, education, flexibility, new pay models — all serve the same purpose: nurse retention strategies.
Research backs this up: nurse retention improves when:
- Nurses achieve work-life balance
- Leadership supports and inspires them
- They see career growth options
- They feel appreciated
Taking care of nurses leads to better care for patients, lower costs, and a healthier workplace.
Nurses are the backbone of healthcare, and keeping them engaged is critical. From flexible scheduling to new support roles and innovative pay models, these nurse retention strategies are reshaping the future of healthcare staffing.
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