Now is the time to fully leverage the RNs you have, while you have them—here's how

In recent months, our research team has had candid conversations with health care leaders who consistently share how difficult it is to retain long-term bedside RN talent. While previous generations of nurses stayed at the bedside for years, it is clear today's nurses don't plan to do that.

Multiple factors have contributed to this decline in RN tenure, including an increasingly complex care environment where RNs deliver advanced care to sicker patients in shorter timeframe. These demands—coupled with insufficient staffing levels intensified by the pandemic—have exacerbated burnout. As a result, RNs are changing organizations more frequently and some are even leaving the profession entirely.

Ultimately, organizations must accept the reality of RNs' increased mobility—a lack of experienced RNs and high bedside RN turnover is the new normal. To compete in today's labor market, leaders must develop a workforce strategy that doesn't rely on waning RN loyalty.

We recommend the following strategies to tap into your existing RNs and position them to lead, delegate, and care for patients most efficiently:

• Revamp clinical ladders to reflect accomplishments, not tenure: Leaders must ensure clinical ladders respond to the reality of shorter bedside RN tenure instead of trying to fight it. Start by redesigning RN clinical ladders to reflect annual awards and recognition based on performance, rather than gradual or cumulative awards based on tenure.

• Support top-of-license practice to maximize the value of each nursing hour: To fully leverage RNs, leaders must support top-of-license practice. Time spent on care activities that other staff could safely execute prevents RNs from spending their time where they are most needed.

• Use virtual care to scale the impact of RNs: One way to support inexperienced RNs and retain experienced RNs, while simultaneously reducing cost and improving quality, is to provide virtual nursing opportunities. In addition, these positions make organizations more competitive with virtual RN roles offered by out-of-industry employers.

As hospitals grapple with shortages of nursing talent, leaders are identifying staffing solutions to deliver safe care with fewer numbers.

Here are five paths nurse leaders are taking to support safe and effective care delivery.