Nurse leaders understand the challenges facing today’s workforce better than ever. Yet many are still forced to make retention decisions using information that arrives only after nurses have become disengaged, or after they’ve already decided to leave.
Traditional approaches rely on engagement surveys, exit interviews, and retrospective turnover reports to capture what happened, but they often fail to reveal why nurses are struggling, what they need most, or which interventions are most likely to improve retention. While valuable, these tools often provide insight into what has already happened rather than what is likely to happen next. They also rarely tell the day-to-day story of what nurses are experiencing on the job or provide nurse leaders with the context they need to intervene early.
In this webinar, leading Chief Nursing Officers and their HR partners will share lessons from their own organizations as they work to build more stable nursing workforces. Together, they’ll discuss how stronger partnerships between nursing, HR, and operational leaders, supported by richer workforce intelligence, can help identify operational friction earlier, enable more meaningful conversations with staff, and better support both frontline nurses and the leaders responsible for them.
The discussion will explore:
- Why nurse retention has become a strategic priority for health systems
- How nursing, HR, and operational leaders can partner around a shared understanding of workforce health
- The operational frictions that influence nurse well-being, engagement, and retention from documentation burden and scheduling patterns to communication load and workflow
- How combining operational insights with traditional HR data creates a more complete picture of the nursing experience
- Using workforce intelligence to help leaders recognize emerging concerns, ask better questions, and provide more personalized support
- How data can strengthen and support the judgment of frontline nurse leaders by revealing patterns that might otherwise remain hidden
- Creating environments where nurses can thrive; strengthening workforce stability, patient care, and organizational performance.
This discussion complements the recent launch of Atalan for Nursing, which helps health systems identify emerging nurse retention risk up to 12 months in advance by combining workforce, staffing, scheduling, operational, and clinical data already collected across the organization. By helping leaders better understand the day-to-day operational experiences of their nurses, these insights can support earlier interventions, more meaningful leadership conversations, and stronger retention outcomes.
- James Ballinghoff, DNP MBA RN, Vice President and Chief Nurse Executive, University of Pennsylvania Health System
- Muriel Moyo, DNP, MS, RN, CCRN, NE-BC, EBP-C, Nursing Director, Critical Care | Neuro, Ortho & Spine Services | Wound & PICC Nursing Teams, UCI Health – Irvine
- Dr. Nancy Blake, Consultant and Volunteer Nurse Scientist, Los Angeles General
- Tiffany Chan, MA, CEO & Co-Founder, Atalan