By Erica Cerutti

Generation Z nurses require more frequent one-on-one interaction with managers and leaders than prior generations to maintain similar levels of engagement and retention, according to a March 25 report from Laudio.

“Engaging and Retaining Gen Z Nurses: Trends and Strategies” draws on data from Laudio’s workforce analytics platform, spanning nearly 100,000 registered nurses and their managers across more than 150 hospitals and health systems, along with interviews with nurse leaders. It examines how the fastest-growing segment of the nursing workforce is reshaping expectations around leadership, scheduling and career development.

Six key findings:

1. Gen Z now represents the second-largest cohort of nurses in health systems and is the only generation increasing its share, signaling a continued shift in workforce dynamics as older cohorts retire or exit.

2. Compared with other generations, Gen Z nurses require about 2.5 times more meaningful interactions with frontline leaders each month to achieve similar engagement and retention outcomes. These interactions typically included one-on-one check-ins, recognition and feedback.

3. Retention is strongest in the first two years of employment, a period typically supported by residency programs and structured onboarding. After roughly 30 months, turnover among Gen Z nurses rises above that of other generations, suggesting the necessity of reinforced engagement once formal support programs taper off.

4. Gen Z nurses are more likely to cluster shifts to create longer stretches of time off and are more consistent about taking meal breaks. While these patterns may support work-life balance, the report also notes they could contribute to fatigue and burnout over time.

5. Early-career movement into certain specialties, such as critical care, is occurring alongside slower entry into others, including rehab and therapy roles. At the same time, Gen Z nurses are stepping into charge nurse and assistant manager roles at rates comparable to prior generations, indicating a stable early leadership pipeline.

6. Interviews with nurse leaders at high-performing organizations identified five priorities for engaging and retaining Gen Z nurses: personalizing professional development, reducing administrative friction, modernizing communication channels, offering greater scheduling flexibility and strengthening mental health support. Together, these efforts reflect a broader shift toward more individualized and continuous engagement strategies.