Getting Millennial Nurses to Commit to Your Organization
We know firsthand what it’s like to be parents of millennial nurses. My millennial daughter is married to a travel nurse, and together they’re out living the dream in their tiny house on wheels with a beautiful cream-colored golden retriever named Arlo. Jennifer, a nurse herself for 43 years, is also a mother to a millennial travel nurse enjoying life in California.
We each understand the challenges of raising millennials—and the challenges of keeping them engaged within your organization.
Understanding Millennial Nurses
Millennials see the world differently than previous generations. Gauging what matters to them and how to keep them engaged can feel daunting.
According to the Advisory Board, engagement for a millennial is not a predictive index of intent to stay with a company. While many assume engagement equals loyalty, this isn’t the case with millennial nurses.
Having witnessed their parents navigate the Great Recession, many millennials saw loyalty tossed aside by employers. As a result, they approach the workplace differently. Millennial nurses also often graduate with unprecedented levels of student debt, creating a strong desire to move ahead financially and quickly.
What Drives Millennial Nurses
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Technology & Innovation: They are technologically savvy and prefer modern, intellectually stimulating training. Outdated onboarding methods will quickly lose their interest.
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Work-Life Balance: Unlike past generations who valued climbing the career ladder at any cost, millennial nurses often prioritize experiences over possessions. They want flexible, predictable schedules so they can plan their lives outside of work.
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Career Progression: They are eager for advancement opportunities that help them grow and achieve financial stability.
Millennial nurses bring fresh perspectives, energy, and adaptability to health care—but keeping them engaged and committed requires rethinking how organizations support and connect with them.
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