Abstract
Post-pandemic, nursing recruitment has been crucial for workforce staffing solutions. However, retaining qualified and experienced professionals is now more vital than ever to care for a growing, sick, and complex patient population. According to the Bureau of Health Workforce, the average years of experience for RNs is 2.8 years. Literature suggests that nurses leave their current organizations due to a lack of access to professional growth aligned with their career goals.
Identifying the need to retain experienced nurses and increase their organizational commitment. Leaders and Nursing Professional Development (NPD) partnered to identify sustainable strategies for growing internal nurses. The aim was to create a career coaching program to support nurses in exploring career paths and setting professional goals that align with their passions and purposes. Designed to provide nurses with opportunities for professional development, identify career goals, and empower them to become highly qualified and prepared candidates.
Sessions tailored to meet nurses where they are, with the NPD/Nurse Retention Strategist collaborating with each nurse to explore their passions & goals. Themes of questions included personal and professional goals, strengths, purpose, passions, reflections on professional experiences, well-being, and growth opportunities. Personalized development plans with goal timelines were created, and nurses received assistance with resume building, interview preparation, certification, & shared governance participation.
A survey revealed that 82% of participants felt confident in the job application process, 100% reported enhanced self-assurance in pursuing job opportunities, and 100% planned to apply the skills and insights gained in coaching sessions to their professional lives. After six months, additional outcomes included nurses advancing in the RN Fellowship program, Nursing Supervisor, clinical coach, and mentor roles, as well as achieving national certification.
The program strives to develop a holistic understanding of nurses’ perceived career success and satisfaction. Empowering participants to seek out and find professional growth opportunities that align with their purpose, passion, and intent to contribute to the profession. Studies from institutions that implemented career coaching have shown improvements in nursing retention and overall organizational finances, increasing successful internal growth and decreasing turnover rates and costs.
Notes
References:
1) Ni, Y., Wu, D., Bao, Y., Li, J., & You, G. (2022). Nurses’ perceptions of career growth: A qualitative descriptive study. Journal of Advanced Nursing, 78(11), 3795–3805. https://doi.org/10.1111/jan.15376
2) Yamada, M., Asakura, K., Sugiyama, S., & Takada, N. (2023b). Insights from defining nurses’ career success: An integrative review. Nursing Open, 11(1). https://doi.org/10.1002/nop2.2040
3) Kallio, H., Kangasniemi, M., & Hult, M. (2022). Registered nurses’ perceptions of their career—an interview study. Journal of Nursing Management, 30(7), 3378–3385. https://doi.org/10.1111/jonm.13796
4) Wagoner-Duncan, T., & Tinsley, A. (2023). Nursing career coach: The difference. Nurse Leader, 21(2), 259–261. https://doi.org/10.1016/j.mnl.2022.07.001
5) Martin, D. M. (2023). Your career journey: Do not leave it to chance. Nursing Economic$, 41(6), 304. https://doi.org/10.62116/nec.2023.41.6.304
Sigma Membership
Tau Epsilon
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Translational Research/Evidence-based Practice
Keywords:
Coaching, Transition to Practice or Onboarding, Workforce, Nurse Retention
Recommended Citation
Hutton, Rachel A., "Empowering Nurses: A Strategic Approach to Retention and Professional Growth" (2025). International Nursing Research Congress (INRC). 191.
https://www.sigmarepository.org/inrc/2025/presentations_2025/191
Conference Name
36th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Seattle, Washington, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Empowering Nurses: A Strategic Approach to Retention and Professional Growth
Seattle, Washington, USA
Post-pandemic, nursing recruitment has been crucial for workforce staffing solutions. However, retaining qualified and experienced professionals is now more vital than ever to care for a growing, sick, and complex patient population. According to the Bureau of Health Workforce, the average years of experience for RNs is 2.8 years. Literature suggests that nurses leave their current organizations due to a lack of access to professional growth aligned with their career goals.
Identifying the need to retain experienced nurses and increase their organizational commitment. Leaders and Nursing Professional Development (NPD) partnered to identify sustainable strategies for growing internal nurses. The aim was to create a career coaching program to support nurses in exploring career paths and setting professional goals that align with their passions and purposes. Designed to provide nurses with opportunities for professional development, identify career goals, and empower them to become highly qualified and prepared candidates.
Sessions tailored to meet nurses where they are, with the NPD/Nurse Retention Strategist collaborating with each nurse to explore their passions & goals. Themes of questions included personal and professional goals, strengths, purpose, passions, reflections on professional experiences, well-being, and growth opportunities. Personalized development plans with goal timelines were created, and nurses received assistance with resume building, interview preparation, certification, & shared governance participation.
A survey revealed that 82% of participants felt confident in the job application process, 100% reported enhanced self-assurance in pursuing job opportunities, and 100% planned to apply the skills and insights gained in coaching sessions to their professional lives. After six months, additional outcomes included nurses advancing in the RN Fellowship program, Nursing Supervisor, clinical coach, and mentor roles, as well as achieving national certification.
The program strives to develop a holistic understanding of nurses’ perceived career success and satisfaction. Empowering participants to seek out and find professional growth opportunities that align with their purpose, passion, and intent to contribute to the profession. Studies from institutions that implemented career coaching have shown improvements in nursing retention and overall organizational finances, increasing successful internal growth and decreasing turnover rates and costs.
Description
The NPD Practitioner acts as an RN Retention Strategist to promote career advancement and reduce turnover. A Career Coaching program aids nurses in interview and resume preparation, role development, certification readiness, and goal setting. Outcomes include advancements in the RN Fellowship, Supervisor, clinical coach, mentor roles, and national certification.