Are you ready to lead the next generation of healthcare workers?
Every generation brings new expectations and energy to the workforce. Today’s youngest healthcare employees are no exception. They’re driven, values-oriented, and eager to contribute. But they’re also raising the bar for what they expect in return.
New research shows that Gen Z healthcare workers are less engaged and more willing to leave their organization than previous generations. It’s not that they can’t—or don’t want to—do the work. In fact, the opposite is true. They show up ready to make a difference and are deeply invested in healthcare’s mission. But they want a workplace that invests in them, too.
A new workforce brings a new set of expectations
Millennials and Gen Z now make up half of the healthcare workforce—but they’re also the least engaged, scoring well below the 3.97 national average at 3.85 and 3.81, respectively.
This engagement gap is reflected in turnover: Gen Z is leaving at the highest rate—38%, vs. 22% among millennials. They have different values and priorities than the generations that came before them, including career development, equity, work–life balance, and strong relationships with their supervisors. A one-size-fits-all approach to employee experience no longer works—and it’s costing organizations talent. As the workforce grows more diverse and expectations shift, health systems must tailor their strategies, or risk higher turnover and deeper engagement challenges.
To attract and retain the youngest generations of healthcare workers, we have to rethink the way we lead, connect, and help them grow.
You can't fix what you don't see: Why data segmentation matters
The most successful organizations know that top-line engagement scores don’t show us the full picture. They segment their data by generation, tenure, role, department, and more to dig deeper and understand the workforce experience.
Segmented analysis uncovers nuances hidden in aggregated data, revealing meaningful differences by demographic, role, or care setting. It helps leaders understand engagement—and disengagement—alignment, and resilience across the organization, then take targeted action to close gaps, build trust, and strengthen culture.
5 ways to attract and retain the next generation of healthcare talent
The next generation of healthcare workers is seeking purpose, support, and ways to make a real impact. The culture you build will define who stays, who walks away, and who is eager to join.
1. Set the tone on day one
Start with a consistent, human-centered onboarding experience that reflects your culture, values, and expectations. Equip leaders with simple, department-specific toolkits to guide engagement beyond orientation. Use lifecycle surveys at 30, 60, 90, and 180 days to make sure the on-the-ground reality lives up to what new hires were promised.
2. Give employees a voice
Don’t guess what matters to younger employees—ask them. Then listen and act. Use crowdsourcing tools to understand what they value most—and how they define respect, purpose, and belonging in their own words. Invite them to co-create solutions that reflect their reality. Digital communities give new employees a space to connect, share feedback, and know their voices are being heard.
3. Invest in development and growth
Today’s workforce isn’t just chasing titles. They’re looking for ways to grow, contribute, and lead. Create short, cohort-based learning experiences that promote real-time reflection and peer connection—like quick learning labs, case-based discussions, and facilitated debriefs tied to everyday challenges. These moments build both skill and belonging. Celebrate impact by spotlighting stories, team shout-outs, and opportunities to share insights—helping staff see the bigger picture as well as their role in it.
4. Create meaningful ways to participate
New employees bring fresh ideas and energy. When you tap into their perspectives, you boost engagement, spark innovation, and build a deeper sense of purpose and belonging.
5. Leave the door open
People will move on—and that’s okay. Creating an alumni network helps you stay connected, celebrate their growth, and support their continued learning—even when it happens outside your walls. In a competitive labor market, welcoming great people back with new skills and fresh perspectives is a smart, strategic move.
Leadership that meets the moment
The future of healthcare depends on leaders who put the Human Experience first—both for patients and the workforce. That means leading with empathy, trust, psychological safety, and accountability. It means seeing each person as an individual, responding to their needs, and creating a culture where everyone feels heard, respected, and supported. It means equipping front-line managers with the tools and skills they need—from universal relationship behaviors to high reliability rounding frameworks—to coach, support, and connect with every member of their team.
What worked in the past won’t meet the expectations of today’s workforce—or tomorrow’s. The stakes are high, but there is a path forward. It starts with better listening, better data, and better leadership. Download “Healthcare employee experience 2025” for more insights, or connect with our strategic consultants.