What the youngest nurses need from their employers
The youngest generation of nurses is redefining the terms of engagement. Gen Z is entering the workforce with clear expectations: purpose-driven work, physical and psychological safety, and meaningful investment in their professional growth. And they won’t settle for anything else.
The latest data from our “Nurse experience 2025” report shows that Gen Z registered nurses (RNs) had the highest turnover rate of any generation last year. 24% left their organizations. Compare that to 21% of millennials, 19% of baby boomers, and 13% of Gen X, and we see a potential disconnect between what younger nurses need, and what their organizations are providing.
This generational shift in turnover is a call to action for healthcare leaders to rethink how they attract, engage, and retain this critical workforce segment, who will help shape the future of care.
Gen Z’s expectations are reshaping the nursing workforce
Millennial and Gen Z RNs report the lowest engagement scores of all generations—3.83 and 3.91, respectively. These numbers are far below the national average of 3.97 for all healthcare workers.
So, what’s behind the discontent?
- Feeling unsafe—physically and psychologically
- Feeling excluded from decisions that impact their work
- An unclear sense of purpose and professional development pathways
- Burnout—and insufficient time to rest, reflect, and recover
What Gen Z nurses want most
Engaging and retaining Gen Z nurses requires renewed focus on how culture is shaped and reinforced on the front lines of care. The data points to several nonnegotiables that every healthcare organization must address.
1. Purpose and pride
The strongest predictor of nurse retention is pride in the organization’s mission, care quality, and reputation. For Gen Z, pride in their work has to be more than words—it needs to show up in how leaders lead, how patients are cared for, and how teams work together.
2. Psychological safety and trust
Only 74% of healthcare employees said that mistakes are treated as learning opportunities, a drop from 77% the prior year. For younger nurses, who are still building confidence and clinical judgment, the erosion of psychological safety is particularly destabilizing. Without that, it’s hard for Gen Z to stay engaged—or stay at all.
3. Teamwork and support
RNs who have negative perceptions of teamwork and resources are 1.53x more likely to leave than their peers. For Gen Z nurses, strong team dynamics are particularly important. They expect inclusive, collaborative environments—and to feel supported, not left to manage alone.
4. Leadership that listens
Gen Z doesn’t expect perfection. But they do expect to be brought into the conversation. When leaders listen and act on feedback, they build trust. When they don’t, people are more likely to disengage. That’s why investing in nurse leadership—especially on the front lines, where culture is shaped—delivers real returns. Coaching and developing just 15 nurse leaders can save as much as $3.5 million in turnover costs.
Opportunities for growth
This generation is looking for growth now—not just guidance. They want meaningful opportunities to lead, contribute, and develop professionally early in their careers. They want to be part of what’s happening now, and what happens next
To lead and engage Gen Z nurses, healthcare organizations must meet them with authenticity, inclusion, and a deep commitment to culture. Their expectations are high—but so is the potential. Healthcare organizations that listen to Gen Z nurses, invest in their growth, and embed safety and purpose into the daily work environment are better able to engage and retain these early-career professionals, as well as shape them into the next generation of leaders. Get more of the latest data in our “Nurse experience 2025” report and see how you can create a culture where every nurse has the chance to grow and thrive.