In recent years, NYC Health + Hospitals has made remarkable strides in improving nurse retention, an issue that has been a significant challenge for healthcare systems nationwide. This comprehensive report explores the organization’s success, highlighting its strategies, achievements, and the broader implications for healthcare.
A Transformative Shift in Nurse Retention
NYC Health + Hospitals has achieved a significant reduction in its nurse turnover rate, plummeting from 46% in 2019 to an extraordinary 7.3% in 2025. This figure is not only impressive in its own right but is also notably less than the national average turnover rate for nurses, which stands at 16.4%. Such a drastic improvement indicates effective interventions within the organization that have not only retained skilled nurses but fostered a more stable work environment—essential for delivering high-quality patient care.
The financial savings associated with this decrease in turnover are substantial. In just this current year, the public health system estimates that it saved over $88 million related to costs typically incurred from employee turnover, such as recruitment, training, and lost productivity. Looking ahead, the system’s recruitment of more than 3,400 permanent nurses in 2024—partly to replace temporary staff—resulted in additional savings of approximately $150 million in recruitment expenses. These figures suggest that investments in nurse retention are clearly paying off both financially and in terms of operational stability.
Why This Matters
The implications of low nurse turnover go beyond financial incentives. Nurses are considered the backbone of any healthcare facility, profoundly affecting patient outcomes and the overall quality of care. High turnover rates can often lead to decreased patient satisfaction, inconsistent care, and a heightened risk of errors. By maintaining a stable, well-supported nursing workforce, NYC Health + Hospitals enhances its ability to deliver consistent and quality healthcare.
Core Strategies for Improvement
NYC Health + Hospitals attributes its success in improving nurse retention to a well-structured and comprehensive strategy focused on professional development and staff engagement. The organization has rolled out several key initiatives aimed at nurturing nurses from the moment they join the team through to their career advancement. Some noteworthy initiatives include:
Nurse Residency Program: This program is designed to support newly graduated nurses as they transition into practice. It provides them with the necessary tools and resources to build confidence and competence in their roles, ultimately leading to enhanced job satisfaction and a decreased likelihood of early turnover.
Clinical Ladder: This program encourages professional growth by establishing a transparent pathway for career advancement. Nurses can climb the clinical ladder through demonstrated expertise and ongoing education, promoting a culture of continuous learning and development.
Shared Governance: By involving nurses in decision-making processes, this initiative empowers staff and cultivates a sense of ownership in their work environment. When nurses feel they have a voice in institutional practices and policies, their job satisfaction increases, contributing to retention.
- Specialized Fellowships: These fellowships aim to provide tailored support for nurses in specialized areas, fostering their professional growth and allowing them to become experts in their chosen fields.
These strategies not only reduce turnover rates but also create an environment where nurses feel valued and engaged—a critical factor in employee satisfaction.
Recognition for Excellence
In a remarkable achievement, NYC Health + Hospitals/Metropolitan has distinguished itself as the first healthcare organization globally to receive the American Nurses Credentialing Center’s (ANCC) Pathway to Excellence with Distinction designation. This prestigious recognition underscores the organization’s commitment to nursing excellence and its focus on creating a supportive work environment for nurses.
The success is not merely anecdotal; the evidence of progress can be seen in the endorsement from leadership. Dr. Mitchell Katz, President and CEO of NYC Health + Hospitals, has consistently communicated the organization’s commitment to its nursing workforce. “Nurses are the heart of every hospital, and over the past few years, we have been investing in initiatives to show our nursing workforce how important they are to us,” he stated. The record-low turnover rate is a testament to that commitment, demonstrating NYC Health + Hospitals as an attractive place for nurses to build their careers.
Implications for the Future
This success story offers valuable lessons for other healthcare organizations facing nurse retention challenges. It emphasizes the importance of investing in staff development, engagement, and a supportive work environment. Healthcare systems willing to adapt and implement similar models may see improvements in both staff retention and patient care quality.
As the nursing profession continues to face external pressures, including burnout stemming from increased workloads and the ongoing challenges presented by the global pandemic, organizations must prioritize supportive measures that address these issues head-on.
Conclusion
In summary, NYC Health + Hospitals stands as a leading example of how strategic investment in nurse retention can enhance healthcare outcomes while substantially reducing costs. By focusing on initiatives that prioritize professional development, staff engagement, and a culture of excellence, the organization not only ensures a more stable workforce but also significantly contributes to the quality of patient care. With continued commitment and innovation, NYC Health + Hospitals sets a benchmark that others can aspire to in addressing the pressing need for improved nurse retention in healthcare.
