How Nurse Leaders Can Support Gen Z Nurses and Reduce Turnover
Retaining Gen Z nurses is like tending to a delicate garden—without the proper care, even the most promising talent can wither. Gen Z RNs represent approximately 6% of the nursing workforce, yet they have the highest turnover, with 24% leaving their organizations last year, according to the Nurse Experience 2025 report.
Healthcare can’t afford to lose this emerging talent, especially as Baby Boomer nurses continue to retire. This post shares nursing leadership strategies to engage, support, and retain young nurses, enabling them to grow and thrive in a profession that desperately needs them.
Generational Insights for Nurse Leaders
Before diving into what drives Gen Z nurses, it’s essential to understand the generations that came before them—and how distinct experiences, values, and expectations have shaped each of them. Today’s nursing workforce comprises Baby Boomers, Generation X, Millennials (also known as Generation Y), and Generation Z—each bringing unique strengths and perspectives to the profession.
As a nurse leader, recognizing and leveraging these multi-generational differences is key to building a cohesive, collaborative, and high-performing team.
Baby Boomer Nurses
Baby Boomer nurses, born between 1946 and 1964, were defined by growing up amid postwar prosperity, the civil rights movement, and landmark advances in medicine and technology. Coming of age during a time of rapid social change, they witnessed the moon landing, the women’s liberation movement, and the Vietnam War—all of which fostered a strong work ethic, loyalty to institutions, and a deep sense of duty to serve others.
Generation X Nurses
Generation X nurses, born between 1965 and 1980, were shaped by a very different reality. Growing up in the shadow of the Cold War, the rise of dual-income and single-parent households, and the explosion of personal computing, they became self-reliant, pragmatic, and adaptable. Events like the Challenger disaster, the AIDS epidemic, and the fall of the Berlin Wall influenced their worldview, cultivating a healthy skepticism of authority and a preference for autonomy and work-life balance.
Millennial Nurses
Millennial nurses, born between 1981 and 1996, came of age alongside the internet, social media, and the smartphone revolution. Their formative years were marked by 9/11, the wars in Iraq and Afghanistan, and the Great Recession, shaping a generation that values purpose, inclusion, and flexibility. Having entered the workforce during economic uncertainty and rapid technological change, they tend to prioritize meaningful work, collaboration, and continuous learning—qualities that have made them strong advocates for innovation and work-life integration in healthcare.
Generation Z Nurses
Generation Z nurses, born between 1997 and 2012, represent the newest segment of the nursing workforce, with the youngest members still in high school and the oldest just beginning to establish their careers in healthcare. Their worldview has been shaped by the ubiquity of digital technology, the looming climate crisis, and witnessing their parents’ financial struggles, as well as the impact of a global pandemic that reshaped the nation’s social, political, and economic landscape. As true digital natives, they value authenticity, mental well-being, and employers who align with their social and ethical values.
How Old Are Gen Z Nurses?
Born between 1997 and 2012, Gen Z nurses are the newest generation transforming the healthcare industry. In their early to late 20s as of 2026, they bring fresh perspectives, digital savvy, and a strong desire for purposeful, well-balanced careers to the nursing profession.
6 Traits That Define Early-Career Nurses
Gen Z, also known as Digital Natives and Zoomers, are early-career nurses. According to an August 2025 study, Gen Z nurses frequently challenge institutional norms and exhibit limited tolerance for bureaucratic inefficiencies and ineffective policies. Their willingness to challenge traditional practices—like dress codes, schedules, and supervisory structures—reflects a strong desire for flexibility and autonomy.
Understanding these six traits is essential for nurse leaders aiming to create environments that engage and retain this emerging workforce.
1. Digital Fluency
Many healthcare settings still rely on outdated systems for documentation, communication, and training, which is like asking a pilot to navigate with a paper map instead of a GPS. Gen Z nurses, digital natives through and through, can quickly become frustrated by these inefficiencies. They expect technology to streamline workflows and communication, and hospitals that fall behind in tech adoption risk losing these early-career nurses to more modern, agile workplaces.
2. Purpose-Driven Mindset
Traditional healthcare cultures often focus on compliance and routine, which is like running on autopilot and leaving little room for creativity or purpose. For Gen Z nurses, this can feel disengaging. They want their work to matter and reflect their values. Nurse leaders who highlight the real impact of patient care and connect daily tasks to the organization’s mission can transform routine work into meaningful contributions, boosting engagement and loyalty.
3. Work-Life Balance
Rigid schedules and mandatory overtime can feel like being asked to run another lap after crossing the finish line. Gen Z nurses place high value on work-life balance and mental well-being. Environments that ignore flexibility and wellness contribute to stress and early turnover. Hospitals and health systems that offer adaptable shifts, robust wellness programs, and mental health support provide young nurses with the space to thrive, helping them stay engaged, energized, and committed to their careers.
4. Feedback and Guidance
Traditional evaluation systems—such as annual or semi-annual reviews—can feel like checking a plant once a year and expecting it to flourish. Gen Z nurses thrive on frequent, constructive feedback and ongoing guidance; without it, they risk feeling undervalued and disengaged. This desire sets them apart from Baby Boomer and Gen X nurses, who tend to prefer more independence once trained. Nurse leaders who provide regular check-ins, coaching, and clear growth opportunities help these early-career nurses feel supported, nurtured, and fully invested in their work.
5. Inclusiveness and Collaboration
Traditional top-down management can feel restrictive to Gen Z nurses, who value collaboration, transparency, and being heard. In rigid environments, they may feel like passive participants rather than active contributors, which can lead to disengagement and turnover. Leaders who flatten hierarchies—by encouraging input, fostering open dialogue, and recognizing every team member’s contributions—empower Gen Z nurses to take ownership and drive positive change in patient care.
According to an August 2025 study, Gen Z nurses often feel their opinions are undervalued by older colleagues, creating a generational gap that can hinder teamwork, mentorship, and knowledge sharing. Research shows that this lack of respect and differences in perceived responsibility contribute to conflict and lower engagement. Nurse leaders can address this by adopting inclusive approaches that recognize generational diversity in leadership, communication, and decision-making.
6. Social and Ethical Awareness
Hospitals and health systems that ignore diversity, equity, inclusion, and social responsibility risk losing Gen Z nurses, which is similar to trying to build a bridge without securing its foundation. Gen Z nurses are drawn to workplaces that reflect their values and demonstrate a genuine commitment to social and ethical responsibility. By aligning nursing leadership strategies with these priorities, leaders can create stronger connections, foster deeper engagement, and significantly improve retention among early-career nurses.
5 Nurse Retention Strategies for Supporting Gen Z
As a nurse leader, you need retention strategies tailored to the unique values and expectations of Gen Z nurses. Here are five proven approaches and ways to measure their success:
1. Leveraging Technology
Gen Z nurses expect technology to streamline workflows, learning, and communication. Implementing modern digital tools not only boosts efficiency but also enhances engagement and reduces frustration, helping retain top talent. Key metrics to measure the success of this strategy include:
Reduction in documentation or administrative time.
Increased usage rates of digital tools and learning platforms.
Higher satisfaction scores on internal tech-related surveys.
2. Flexible Scheduling and Work-Life Balance
Rigid schedules and burnout-prone shifts are significant contributors to turnover. Offering shift flexibility, paid time off, and wellness programs demonstrate to Gen Z that their mental health and personal lives are valued, thereby increasing satisfaction and loyalty. Key metrics to measure the success of this strategy include:
Decrease in unscheduled absences and sick days.
Improved scores on employee wellness or burnout surveys.
Higher participation in flexible shift options and wellness programs.
3. Mentorship and Coaching Programs
Structured guidance from experienced nurses helps Gen Z navigate the early years of their careers with confidence. Reverse mentorship programs—where younger nurses share insights on technology, social trends, and innovation—can also foster mutual learning and stronger team connections. Key metrics to measure the success of this strategy include:
Participation and completion rates in mentorship programs.
Improved retention among mentees versus non-participants.
Self-reported increases in confidence and job satisfaction.
4. Feedback and Recognition
Frequent, constructive feedback is critical. Regular check-ins, recognition for accomplishments, and meaningful career development conversations help Gen Z nurses feel supported, valued, and aligned with the organization’s mission. Key metrics to measure the success of this strategy include:
Frequency of one-on-one check-ins and recognition moments logged by managers.
Improvement in engagement survey scores related to “feeling valued” and “manager support.”
Decline in early-career nurse turnover within the first 18–24 months.
5. Professional Growth and Career Pathing
Gen Z nurses are ambitious and eager to advance their careers. Providing access to certifications, continuing education, and clearly defined career paths keeps them motivated, invested, and less likely to leave for another organization. Key metrics to measure the success of this strategy include:
Uptake in continuing education, certification programs, and internal promotions.
Decrease in turnover among nurses in career development tracks.
Employee Net Promoter Score (eNPS) improvement over time.
By successfully integrating these strategies, you can create an environment where Gen Z nurses feel empowered, supported, and motivated, improving retention and strengthening your nursing workforce.
How ShiftMed Helps Nurse Leaders With Gen Z Retention
ShiftMed supports Gen Z nurse retention by offering flexibility, autonomy, and tech-driven convenience. Early-career nurses can choose shifts that fit their schedules, explore different units to build skills, and manage their work easily through the mobile platform. By aligning with Gen Z values, ShiftMed helps hospitals and health systems retain young talent and keep them engaged and committed.
Download our nurse strategic plan for flexible scheduling to get a practical, actionable blueprint for building an agile, high-performing, multi-generational nursing workforce prepared to tackle today’s challenges and tomorrow’s demands.
The Future of Nursing Starts with Gen Z
Retaining Gen Z nurses isn’t just about reducing turnover; it’s about building the future of healthcare. These young professionals bring fresh ideas, compassion, and digital fluency to patient care, but they need workplaces that align with their values: flexibility, growth, purpose, and inclusion.
When nurse leaders embrace technology, support work-life balance, invest in mentorship, and foster genuine connection, they create environments where early-career nurses feel seen, supported, and motivated to stay. Supporting Gen Z now means nurturing the next generation of nursing leaders and securing a stronger, more resilient workforce for years to come.
Want to learn more about how ShiftMed supports Gen Z nurses? Schedule a free workforce consultation today.