STAFFING
Taking Care of Your Nurses While They Care for Your Patients
3 recognition mindshifts you need to help nurses thrive
By Michelle Cortez Adams
Editor's note: A shortened version of this article ran in our print issue. Early in my career, I was proud of my work on a busy intensive care unit floor, but I often felt alone and unseen. My nurse manager rarely checked in. Her office was usually closed, lights off. I loved the challenge of nursing, but I spent 12-hour shifts giving everything I had while quietly wondering if anyone noticed what I was capable of or who I was becoming.
I remember receiving a blanket, a thoughtful Nurses Week gift that I actually used. But it would have meant much more to have a leader who knew me, a team that called out my strengths, and a system that helped me grow into the nurse I wanted to be.
That experience stays with me not because it was unusual, but because it was common. And it points to a larger truth: To build satisfying careers, nurses need to feel seen, valued and supported in our everyday work.
At a time when nearly two-thirds of nurses feel stressed, more than half feel burned out—and yet most say they still love their chosen profession—the gap between appreciation and actual support has never mattered more for nurse well-being and retention.
Most healthcare leaders I meet genuinely care about their nurses and want to meaningfully demonstrate their appreciation. But that good intent sometimes falls short, especially when recognition strategies are episodic, impersonal or decoupled from the realities of nurses’ work.
Nurses do not want to feel managed; we want to be known, trusted and developed. That kind of recognition must be built into the everyday employee experience.
In my current role focused on workforce development in home health, and in conversations with nurses across settings, I see three shifts that can make the biggest difference in helping nurses feel valued. These shifts are also essential levers for nurse retention, reliability and continuity of care.
1.
From Occasional Recognition to Everyday Culture
Nurses are sustained by their work culture. Programs matter, but day-to-day leadership behaviors matter more.
- Begin a shift by asking, “How can I help you today?”
- Notice when someone is growing and name it.
- Make time to debrief after a visit.
When a leader remembers that you love wound care or that you are working toward a particular certification, that is a form of recognition. It tells nurses: I see your skill, and I support where you are headed.
2.
From Top-Down Appreciation to Peer-to-Peer Connection
While nursing is deeply relational work, it also can be incredibly isolating.
Emotional burdens can be a challenge across care settings. Younger nurses, especially, report stress tied to staffing and work environment. Strong teams are essential because they give nurses what they need: a chance to be seen when they are shining or struggling.
Intentional peer recognition systems help by reinforcing a shared sense of purpose. Set up easy ways for nurses to build camaraderie and team spirit, in the form of:
- Shoutouts for a colleague who stayed late to help
- Celebrating a first solo visit or a well-managed challenge
- Sharing moments of impact
These systems do not have to be complex. They can be as simple as a short “wins huddle,” a shared digital space for kudos or reading one peer recognition in every staff meeting. The key is that recognition flows horizontally and not just from the top down.
3.
From Words & Gifts to Investment in Growth
When nurses sign up for a job, we want to grow into the best version of ourselves. Organizations can recognize and support that by investing in workforce development that provides:
- Clear, visible career pathways
- Education support
- Skill development
In multiple surveys, nurses say that professional development and access to advancement are major factors in whether they stay with an organization. When career growth is something that nurses must piece together on their own, it sends the wrong message: We value your output today, but we are not planning for your tomorrow.
How to Make the Change
If Nurses Week is going to mean more than a once-a-year thank you, leaders can start with small, consistent changes like these.
- Know your nurses. Make it your business to understand their strengths, interests, and goals.
- Build recognition into the workday. Normalize brief, specific feedback in huddles and one-on-ones.
- Create peer recognition loops. Give teams simple tools and dedicated moments to celebrate wins.
- Invest in development pathways. Align education, mentorship and career advancement with the skills your community needs.
When leaders take the time to truly know and trust their nurses, when teams lift each other up, and when organizations invest in career growth, the impact goes far beyond the workforce. It is felt by every patient, every family, and every community we serve.
Nurse recognition is more than a program; it's a leadership practice. Build the professional environments where they are heard, supported, and able to thrive. Because when nurses thrive, retention improves, care improves, and communities benefit.
Michelle Cortez Adams, MSN, RN, is a nurse, educator and workforce development leader dedicated to helping caregivers build meaningful, sustainable careers. She brings experience from the bedside, the classroom, and the home to her work at BAYADA Home Health Care, where she designs education-to-career pathways that support nurse growth, recognition, and retention. Visit bayada.com.
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