Abstract
Nurse retention remains a significant international challenge, especially in acute care hospitals where workplace culture, belonging, and professional growth strongly influence retention (Lal, 2024; NursingSolutions, Inc., 2024). The need for effective retention strategies is amplified by factors such as the limited supply of experienced nurses causing hiring delays, declining enrollment in nursing programs, and an aging nursing workforce (AACN, 2024; WHO, 2025).
This presentation shares results from a collaboration among the Maryland Nursing Workforce Center, Lead Nursing Forward, and the Maryland Action Coalition to assess retention strategies in acute care hospitals. Two surveys were developed using the six Nurse Staffing Think Tank Priority Topics - Healthy Work Environment, Diversity, Equity, and Inclusion, Work Schedule Flexibility, Stress Injury Continuum, Innovative Care Delivery Models, and Total Compensation as a framework (Partners for Nurse Staffing Think Tank, 2022). From February – August 2024, hospital nurse leaders (NLs) were surveyed to assess current initiatives and opportunities for improvement. A second survey of registered nurses (RNs), conducted January -November 2025, gathered their views on retention strategies and potential enhancements.
Responses from 34 NLs and 168 RNs revealed strong agreement on high-impact, cost-effective approaches. Stay interviews and stay incentives were endorsed by more than half of NLs and over 78% of RNs. DEI efforts, including diversity awards and accessible DEI dashboards, were viewed as impactful by more than half of respondents. Over half of both groups prioritized mental health support, favoring onsite services during work hours. Meditation spaces were similarly valued (54% NLs; 66% RNs). Though requiring some financial investment, caregiver subsidies (76% NL/83% RNs), paying for advanced certifications (64% NL/66% RNs), and salary increases for additional degrees (55% NL/70% RNs), were seen as highly impactful.
Overall, findings suggest several underused but high-value strategies that could meaningfully improve workplace culture and retention. By prioritizing these strategies, hospitals can strengthen workplace culture, enhance job satisfaction, and reduce turnover, ensuring a more stable and resilient nursing workforce.
Notes
This work was supported by a Nurse Support II Grant from the Maryland Higher Education Commission under the auspices of the Health Services Cost Review Commission.
Reference list included in attached slide deck.
Sigma Membership
Lambda Eta
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Other
Keywords:
Workforce, Policy and Advocacy, Sustainable Development Goals, Quality of Working Life, Work Environment, Personnel Retention, Health Care Delivery
Recommended Citation
Freda, Kaynabess; Seldomridge, Lisa A.; DeVance-Wilson, Crystal; Hampton, Kimberly; and Johnson, Abigail, "Leading Change in Healthcare: Building Systems, Retaining Nurses, and Creating Healthy Workplaces" (2026). International Nursing Research Congress (INRC). 260.
https://www.sigmarepository.org/inrc/2026/presentations_2026/260
Conference Name
37th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Toronto, Ontario, Canada
Conference Year
2026
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. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-08-31
Leading Change in Healthcare: Building Systems, Retaining Nurses, and Creating Healthy Workplaces
Toronto, Ontario, Canada
Nurse retention remains a significant international challenge, especially in acute care hospitals where workplace culture, belonging, and professional growth strongly influence retention (Lal, 2024; NursingSolutions, Inc., 2024). The need for effective retention strategies is amplified by factors such as the limited supply of experienced nurses causing hiring delays, declining enrollment in nursing programs, and an aging nursing workforce (AACN, 2024; WHO, 2025).
This presentation shares results from a collaboration among the Maryland Nursing Workforce Center, Lead Nursing Forward, and the Maryland Action Coalition to assess retention strategies in acute care hospitals. Two surveys were developed using the six Nurse Staffing Think Tank Priority Topics - Healthy Work Environment, Diversity, Equity, and Inclusion, Work Schedule Flexibility, Stress Injury Continuum, Innovative Care Delivery Models, and Total Compensation as a framework (Partners for Nurse Staffing Think Tank, 2022). From February – August 2024, hospital nurse leaders (NLs) were surveyed to assess current initiatives and opportunities for improvement. A second survey of registered nurses (RNs), conducted January -November 2025, gathered their views on retention strategies and potential enhancements.
Responses from 34 NLs and 168 RNs revealed strong agreement on high-impact, cost-effective approaches. Stay interviews and stay incentives were endorsed by more than half of NLs and over 78% of RNs. DEI efforts, including diversity awards and accessible DEI dashboards, were viewed as impactful by more than half of respondents. Over half of both groups prioritized mental health support, favoring onsite services during work hours. Meditation spaces were similarly valued (54% NLs; 66% RNs). Though requiring some financial investment, caregiver subsidies (76% NL/83% RNs), paying for advanced certifications (64% NL/66% RNs), and salary increases for additional degrees (55% NL/70% RNs), were seen as highly impactful.
Overall, findings suggest several underused but high-value strategies that could meaningfully improve workplace culture and retention. By prioritizing these strategies, hospitals can strengthen workplace culture, enhance job satisfaction, and reduce turnover, ensuring a more stable and resilient nursing workforce.
Description
This study surveyed nurse leaders and registered nurses in Maryland acute care hospitals to assess retention strategies and opportunities for improvement. Findings identified cost-effective approaches such as stay interviews, diversity awards, mental health services, and meditation spaces, alongside investments in caregiver subsidies and advanced certifications to strengthen workplace culture and reduce turnover.