Stabilize nurse retention and engagement
Nurse workforce performance is shaped by more than staffing targets alone. Vizient helps health systems connect retention, transition support, nurse leader development, and workforce insight so stability improves from the earliest career stages through frontline leadership.
Retention improves when the nurse workforce is supported as a continuum, not a series of separate programs
Nurse workforce strategy often breaks into disconnected efforts around residency, leadership development, engagement, and staffing pressure. Vizient helps leaders connect those pieces into a stronger model for retention, readiness, and frontline stability.
In practice
What a stronger nurse workforce makes possible
Improve retention at the point of highest risk
Strengthen transition-to-practice programs to build early-career competency and confidence—reducing first-year turnover and stabilizing frontline staffing performance.
Strengthen nurse leadership at scale
Equip nurse managers with development, support, and data-driven insight to reduce burnout, improve engagement, and build a more resilient leadership pipeline.
Grow nurses into enterprise leaders
Nurses who coordinate care across disciplines become executives who drive quality, safety, and system performance.
A team that relies on one another, built upon the skills of everyone, can really achieve just about anything.
Workforce instability demands strategic investment
Manager turnover persists, vacancies pressure operations, and turnover costs mount, making nurse workforce strategy essential to financial and operational sustainability.
Nurse manager turnover
Nurse manager turnover remains elevated, even as workforce stability becomes a strategic priority.
Vacancy rates
Vacancy rates continue to pressure the workforce, while first-year nurse retention stands at 87.2%.
Turnover-related revenue losses
The average acute care hospital is burdened by $4.75 million in annual turnover-related losses.
PRODUCTS
The capabilities behind the solution
Nurse residency program
Use an evidence-based residency model to strengthen the transition into practice and reduce avoidable first-year turnover.
Transition to nurse leader program
Support nurses stepping into management roles with structured development that builds confidence, strengthens teams and improves retention.
Vizient Networks
Engage with executive peers, gain insight into emerging challenges and build leadership skills through focused education and collaboration.
Operational Data Base
Connect labor, supply and utilization data to uncover gaps, prioritize improvements and strengthen performance across departments.
Early-Career Transition Support
Stabilize first-year retention by strengthening the transition into practice
The transition from academic preparation into clinical practice is one of the highest-risk periods for turnover. Stronger transition support helps organizations improve readiness and reduce avoidable early loss.
Leadership Pipeline Building
Strengthen nurse leaders before instability spreads across units
Nurse managers play an outsized role in engagement, retention, and care delivery. Development pathways matter because frontline leadership strain quickly becomes workforce instability.
Data-Driven Retention Strategy
Use workforce intelligence to target the conditions driving attrition
Retention is more durable when leaders can see where culture, engagement, and operating pressure are most likely to push nurses out of the organization.
Assess your organization
See your organization's performance in perspective
See how you compare and where to focus next.