National Nurses Week is a time to celebrate the contributions nurses make while also recognizing the challenges they face in a quickly evolving healthcare environment.

However, for organizations that are truly committed to strengthening their nursing workforce, the spirit of Nurses Week extends beyond May. How can your healthcare system better support nurses and identify areas for improvement?

Here are four ways to nurture your current nurse employees that also build solutions for developing a long-term workforce.

Improve turnover rates with clear development opportunities

Many nurses want to pursue additional skills to advance in their careers. But it can be difficult to navigate the journey if employers don’t offer guidance. In fact, according to the Bright Horizons Education Index, 58% of all workers struggle to determine how to achieve their career goals and 52% believe their employer should be the one to show them how to pursue new skills.

Publishing available career pathways makes it easy for employees to explore their options while also making the programs more accessible across the board. Nurses get direct access to specific roles the organization is looking to fill and what steps they need to take to qualify.

Not only can this strategy improve employee engagement, it also builds an internal pipeline to address future talent needs. It’s clear there’s a major labor shortage in the healthcare industry. PWC found that 82% of health industry executives say difficulty attracting and retaining talent is a moderate or serious risk to their business.

Creating an internal roadmap of career opportunities can help improve those numbers, both in terms of current retention rates and in future skills gaps.

Personalize support with 1:1 coaching

Another way to support nurses is to provide one-on-one career coaching as the next step in encouraging continuing education and skills development. Our EdAssist coaches regularly talk to healthcare professionals who have a sincere desire to grow into a new position, but don’t believe they can do it.

Individualized coaching gives nurses the opportunity to talk through their fears and hesitations, then get guided help in identifying solutions for each roadblock. It’s not a sales call; it’s about finding realistic ways for nurses to achieve their goals, whether it’s a licensed practical nurse (LPN) who wants to become a registered nurse (RN) or an RN who wants to become a physician’s assistant (PA) or nurse practitioner (NP).

Coaches help employees break down those long-term goals into manageable steps, such as taking one class at a time instead of making a several-year commitment. They also evaluate work and personal life responsibilities so nurses can find ways to fit in schoolwork. In doing so, they are truly set up for success.

Offer the benefit nurses really want: education assistance

Once a nurse figures out the right career path and how to fit additional education into work and home life, there’s another major hurdle: paying for it. This benefit is becoming increasingly popular; the 2022 SHRM Employee Benefits Survey found that 48% of employers offer tuition assistance to employees.

Joining that cohort of organizations can make a big difference in retention rates when you employ frontline workers. According to the Education Index, 91% of this demographic stays longer at a company that invests in their education.

It’s even more important in the nursing industry, specifically because enrollment is significantly down. In 2023, enrollment in PhD and master’s nursing programs dropped by 3.1% and 0.9% each.

Healthcare organizations can address these needs by providing nurses with financial assistance towards their professional goals. Making direct payments to the education provider is the most effective way to encourage participation instead of tuition reimbursement.

The reason? Many people can’t afford to cover education costs while waiting to be reimbursed after completing the course. Organizations that offer direct payment create truly equitable programs that generally have much better outcomes for all parties involved.

Invest in financial wellness with student loan repayment programs

A final barrier to continuing education for nurses is the issue of existing student loan debt. These outstanding balances hold people back from taking their career to the next level. In fact, data from the Education Index reveals that 55% of workers feel that student loan debt has negatively impacted their financial situation. It can be difficult to commit to further professional development when payments on past education are still due.

There are several ways an employer can implement student loan benefits that provide nurses and other healthcare professionals with impactful help.

• Reimburse employees for eligible student loan payments
• Provide extra payments directly to the student loan servicer
• Offer a matching retirement contribution when employees make eligible student loan payments

Each type of relief makes it easier to take on a new financial obligation with continuing education or simply encourage employees to stay at an organization that truly invests in their well-being with meaningful benefits.

Go beyond Nurses Week with benefits that count

Nurses serve a critical role in providing frontline medical care to their patients. But the profession is facing challenges resulting in high vacancy rates and low retention rates.

Providing education and professional development benefits to nurses offers real support in preventing burnout and building a talent pipeline that fills upcoming skills gaps.

Learn how to implement effective education assistance programming for nurses with EdAssist.