Nurse turnover rates in Australia are alarmingly high, placing immense stress and financial strain on the healthcare system. Retaining skilled nursing staff is essential for building safe, thriving healthcare communities. To achieve this, an innovative and personalised approach to retention is needed. Research consistently highlights job satisfaction as a key factor in nurse retention, despite heavy workloads, staff shortages, and fluctuating care demands. However, job satisfaction varies significantly across the four generations of nurses—Baby Boomers, Generation X, Millennials, and Generation Z—each shaped by distinct cultural and professional experiences. Understanding these generational differences is critical in developing effective workforce models tailored to improving job satisfaction, retention, and a sustainable balance of skill mix. While some overlap exists, each generation brings unique strengths, values, and career expectations to the healthcare environment.
To support nurse retention across the generations, organisations must address key factors contributing to job satisfaction. Strong leadership and supportive management are particularly valued by Baby Boomers and Generation X, who appreciate stability and mentorship in their roles. Comparatively, Millennials and Generation Z, place high importance on career growth, professional development, and opportunities for advancement within the workplace. A positive work environment and inclusive workplace culture foster collaboration and job satisfaction, particularly for Millennials and Generation Z, who value teamwork and purpose-driven work. Additionally, work-life balance and flexible scheduling are increasingly essential, especially for younger nurses who seek a sustainable career that accommodates personal and family needs.
To effectively retain nurses from all generations, a tailored and innovative approach is essential—one that connects real solutions to real people, ensuring a sustainable and engaged nursing workforce. Integrating the diverse needs and priorities of the workforce enables healthcare organizations to cultivate a more committed, satisfied, and resilient nursing community.