Physicians are burned out, so employers must strive to win physician talent.

• Young nurses today have more employment opportunities than ever and face little to no penalty for changing jobs. To retain new, young employees, leaders must focus on skill development, hardwire a support network, and launch career planning.
  
• It's time to stop thinking about how healthcare systems are "losing" staff to parenthood and to start actively supporting the parental roles of their employees in and outside of the workplace.
• To make sure today's entry-level staff are a part of your workforce in the future, all organizations will need to become more flexible by integrating a variety of different hours, roles, locations, and responsibilities.

• Trauma and grief
• Moral distress
• Compassion fatigue

To be a destination workplace for talent from all backgrounds, identities, and perspectives, you must embed diversity and inclusion in every aspect of your talent management strategy.

• Organizations with diverse workforces — in terms of race, ethnicity, gender, sexuality, gender identity, culture, language, ability, and more — and inclusive cultures are stronger businesses.
  
• While embracing equity needs to be a priority for all organizations, there are multiple paths to achieving an equitable future.

Individual interventions, such as training and coaching sessions, are not enough to cultivate resilient leaders. They must be paired with an organizational approach that addresses the environment in which leaders operate.

• Nurse manager overload is not only bad for nurse managers, it’s even worse for their organizations.
• To ensure nurse managers can lead as needed and oversee their units, organizations need to assess exactly how managers are using their time and determine what activities can be delegated and what support is necessary.