.png)
How Healthcare Organizations Can Retain Gen Z and Millennial Nurses
As organizations face rapid change and uncertainty, leadership development must evolve. This article explores key strategies for cultivating resilient and adaptable leaders, emphasizing emotional intelligence, agility, and continuous learning to drive long-term success.
.png)
According to Press Ganey’s Nurse Experience 2025 report, the newest generation of nurses -particularly Gen Z, is redefining what it means to thrive in healthcare. Unlike previous generations, these nurses will not tolerate environments that lack purpose, support, and alignment. High turnover among early-career nurses is one of the most pressing workforce challenges facing hospitals and health systems today.
1. Purpose Over Tradition
Gen Z and Millennial nurses seek meaningful work that aligns with their personal values. They want opportunities for growth based on skill-building, mentorship, and creativity—not just traditional promotion ladders.
2. Emphasis on Well-Being
Work-life balance and mental health are top priorities. Younger nurses expect flexible scheduling, predictable hours, and robust mental health resources to help prevent burnout.
3. High-Tech Expectations
As digital natives, these nurses expect their workplaces to adopt modern technology. Mobile scheduling apps, user-friendly electronic health records, and innovative communication tools are no longer “nice-to-have”—they are must-haves.
4. Psychological Safety and Trust
Gen Z nurses value psychologically safe environments where mistakes are treated as learning opportunities and their input is respected. Without this, disengagement happens quickly.
5. Transparent and Empathetic Leadership
Clear communication and inclusion in decision-making are essential. Leaders who demonstrate empathy and follow through on staff feedback are far more likely to retain younger nurses.
To meet these expectations and reduce costly turnover, healthcare organizations should focus on six priority areas:
Offer Flexible Scheduling – Implement self-scheduling and predictable rotations that give nurses more autonomy and control.
Invest in Career Development – Provide diverse opportunities such as mentorship, cross-training, and leadership pathways to encourage long-term growth.
Foster Psychological Safety – Promote inclusive cultures with peer-support programs and frequent leadership engagement.
Provide Meaningful Recognition – Celebrate contributions through both formal awards and informal, authentic appreciation.
Optimize Technology – Modernize outdated systems to reduce administrative burden and align with digital-first expectations.
Strengthen Nurse Leadership Training – Equip leaders with skills in empathy, communication, and transparent decision-making.
Addressing the core needs of purpose, support, and alignment is not just about keeping staff—it’s about building a resilient, innovative workforce that elevates patient care. Hospitals and healthcare systems that adapt to Gen Z and Millennial expectations will reduce turnover, stabilize their teams, and improve patient outcomes for the long term.
.png)