Without strategy change is merely substitution not evolution.
Workplace wellbeing is essential for organizational success. Yet, most organizations fall short, with extremely low wellbeing scores—and healthcare organizations are seeing the consequences through their struggles to retain nurses that want much work conditions.
According to Indeed, which has the world’s largest dataset on work wellbeing: the top three drivers of work wellbeing are:
- Having a sense of belonging
- Feeling energized
- Feeling included
This article dives into the first driver—how to create a sense of belonging—and explores actionable ways to make nurses feel connected to their workplace.
Why Belonging Matters
According to Indeed’s 2024 Global Work Wellbeing Report, the most effective way to increase a sense of belonging is when employees “feel like my company cares about me as a person.”
But here’s the reality nurses often face. Through hundreds of in-depth one-on-one sessions with individual leaders and nurses, I hear the same refrain:
“Rarely in my career as a nurse has anybody taken the time to care about who I am and what matters to me as a person.”
That sentiment doesn’t just sting—it signals a systemic problem. No wonder so many nurses fail to feel a sense of belonging in their workplaces.
The Challenge
Creating belonging starts with caring about nurses as individuals, but it’s no small feat. Our workplaces actually work against individuality. According to my firm,
- 87% of managers agree that their work environment conflicts with the unique needs of employees.
- 76% of managers feel pressured to comply with rigid company expectations, leaving them little control to make meaningful change.
This systemic rigidity prevents workplaces from fostering a culture of inclusion, empathy, and belonging—key ingredients to retaining talent.
1 Way to Change the Work Environment
Treat Nurses as the Valuable Human Capital They Are
Healthcare economist and nursing professor Dr. Olga Yakusheva puts it simply—nurses are fundamental to healthcare systems. They’re not just one of many; they’re pivotal.
She often shares a scenario with nurses to demonstrate their importance.
- If all administrators disappeared, could nurses manage? Yes, for quite a while.
- If doctors vanished, could nurses hold things together? Yes—aside from surgeries.
- But if nurses disappeared? Everything would come to a screeching halt.
“Nurses provide 80–90% of hands-on patient care,” says Dr. Yakusheva. “They’re the largest profession in healthcare globally and even outnumber retail salespeople in the US economy.”
Yet, nurses often feel treated as replaceable cogs in the system. Organizations need to prioritize messaging and actions that make nurses opinions, observations and what they value, matters.
Make it clear that nurses are the pillars of the system—not just another number. They need to be seen and known as the most important foundational asset of the hospital – especially when you consider nursing supervisors that on average impact and influence nearly 30 functions, and departments.
3 Ways to Foster Belonging at the Individual Level
At an individual level, a few simple yet powerful actions can make a significant impact.
1. Thank Nurses for Their Work
Expressing gratitude might seem basic, but it’s one of the most effective ways to help nurses feel seen and appreciated.
Bonnie Barnes, co-founder of The DAISY Foundation, explains why gratitude matters deeply. “When nurses hear they’ve made a difference, they’re reminded of their purpose, because they came into this profession to care for people.”
How to Implement:
- Take time to thank nurses personally, showing genuine appreciation for their compassionate care.
- Publicly recognize and celebrate nurses who go above and beyond. For example, the DAISY Foundation’s awards program lets coworkers and patients nominate extraordinary nurses for their contributions.
2. Conduct “Stay” Interviews
Why wait until nurses leave to ask them what could be better? Stay interviews provide an opportunity to understand their unique challenges, needs, and preferences before they consider moving on.
Kyle M.K., Talent Strategy Advisor at Indeed, describes a stay interview as “an intentional conversation where you ask employees what they need to stay.”
This approach accomplishes two things:
- It shows you care about them as individuals by actively asking about their needs and preferences.
- It provides actionable feedback to improve belonging for the entire team—proactively addressing issues instead of reacting to problems.
Best Practices for Stay Interviews:
- Ensure they are confidential and safe spaces for employees to share their honest thoughts.
- Have someone outside the employee’s chain of command, like an HR representative, conduct the interview.
“When employees feel they’re in a safe environment to offload concerns, that’s when you uncover what your organization can truly do to improve the experience,” explains Kyle.
3. Reclaim Their Identity
Nursing is experiencing an identity crisis because nurses are still too often viewed as assistants to physicians rather than as highly skilled, patient-focused clinicians. Their expertise directly shapes and influences nearly 30 functions and departments, driving care not only for patients but also for their families and the broader community. It is time to redefine and honor their vital role as leaders in healthcare. So how do we redefine their identity as leaders in healthcare?
Get to know your nurses both as unique individuals and as a cohesive team, each bringing distinct strengths and abilities. Their “superpowers” enable them to lead with confidence and effectively manage countless complex situations every week, showcasing their vital role in driving impactful care. Here is a recent example showcasing the unique “superpowers” of eight nursing supervisors I had the privilege of working with:
- Integrity Ignitor: Focused on achieving purposeful outcomes.
- Unfiltered Realist: Grounded in authenticity, facing reality head-on.
- Insightful Simplifier: Skilled in breaking down complexity to uncover solutions.
- Strategic Enforcer: Guiding teams toward growth and success.
- Ideation Initiator: Fearlessly driving impactful change.
- Possibilities Explorer: Uncovering potential that others might overlook.
- Curious Investigator: Using deep insights to create a clear, forward-thinking vision.
- Community Activator: Going above and beyond to serve passionately.
Now, take a moment to reflect on these unique strengths and ask yourself:
- Do their supervisors and hospital administrators truly understand who they are as leaders?
- How can they harness these talents to improve patient outcomes and enhance care quality?
- Are they tapping into these extraordinary abilities beyond the scope of nursing?
Their distinct capabilities hold the power to not only transform patient care but also redefine the impact of leadership across healthcare systems.
A Call-to-Action That Drives Evolution (not just substitution)
Creating a sense of belonging for nurses isn’t just an abstract ambition—it’s a mission critical to the success of healthcare organizations. When nurses feel valued and connected, their engagement increases, retention improves, and patient outcomes soar. Here’s how you can take immediate and meaningful action to foster belonging for your nursing team:
Reassess and Recognize
- Examine your workplace culture with a critical eye. Are nurses celebrated as the indispensable backbone of your organization? If not, implement recognition programs that consistently highlight their contributions—not only in meetings or ceremonies but woven into everyday interactions.
Have Genuine Conversations
- Take the time to connect with nurses on a personal level. Thank them not just for their hard work but for the purpose-driven care they provide every day. Ask what matters to them most—what do they need to feel supported, included, and energized? Listening with intent is the first step to making meaningful change.
Transform Insights into Action
- Any insights you gather through these conversations must lead to actionable results. Develop policies and initiatives that reflect your commitment to care, inclusion, and support, such as wellness programs, mentorship opportunities, or flexible work arrangements tailored to their needs.
Jeannie E. Virden, Enterprise Chief Human Resources Officer at Central Health in Austin, Texas, provided excellent input on this matter: “When implementing new policies and programs, it is crucial to clearly attribute them to the feedback provided by nurses. Linking these initiatives to the voices that inspired them not only demonstrates the impact of their contributions but also fosters trust and emphasizes the vital role their input plays in driving meaningful change.”
Empower Nurses as Leaders
Move beyond seeing nurses through the narrow lens of their roles. Recognize and leverage their leadership capabilities to drive hospital-wide improvements. Encourage them to contribute ideas, take on projects, and influence decisions beyond patient care. Feeling empowered transforms their sense of value within the organization.
Why This Matters to You
This is not simply an HR initiative, this is about creating an environment where nurses feel empowered, respected, and capable of performing at their highest potential. A nurse who feels a deep sense of belonging brings more energy, positivity, and focus to their work, which translates into better care for patients and a stronger healthcare system overall.
Start today. Build a workplace where every nurse feels truly seen and appreciated, and you’ll create a ripple effect of positivity, productivity, and outstanding care that everyone—nurses, patients, and the entire healthcare system—will benefit from.
Identify Your Retention Risks
Take this Workplace Belonging, Engagement & Inclusion Assessment to gauge an organization’s readiness and identify retention risks.