FOCUS AREAS Summary:

Workforce + Well-Being Insights | Synthesized by Focus Area

LEADERSHIP

• Nurses seek visible, engaged, and authentic leaders who lead from within the team—present,
  approachable, and willing to “wear the scrubs.”
• Mid-level leadership strength is critical to unit culture and morale.
• Staff value leaders who ask, “What do you need?” and demonstrate accountability through empathy and
  action.
• Cumulative stress builds when leadership presence and communication are inconsistent—small “pebbles”
  become “boulders” over time.

RECOGNITION

• Recognition fuels retention. Nurses want meaningful acknowledgment—both intrinsic (purpose, pride,
  impact) and extrinsic (awards, pay, visibility).
• Recognition must be robust and consistent, emphasizing tenured staff and celebrating both new and
  seasoned team members.
• Personalized, ongoing recognition programs create a sense of value, empowerment, and belonging across
  all roles.

SUPPORT: HEAD + HEART

• Nurses thrive in cultures that balance competence with compassion—supporting both the professional and
  the person.
• Emotional and mental health support (mentor programs, listening spaces) is essential to sustain
  performance.
• Culture of kindness, safety, and inclusion—where staff feel heard, safe, and supported—is a defining factor
  of positive workplaces.
• “Smarter, not harder” is a recurring call for tools, training, and collaboration to work efficiently without
  compromising care.

WELL-BEING

• Nurses identify work-life balance as a top priority—time to rest, recharge, and set healthy boundaries.
• Encouragement to say “no” and normalize recovery practices strengthens resilience and retention.
• Whole-person well-being—physical, emotional, and psychological—is the new expectation for sustainable
  care delivery.
• Leaders who model and protect work-life balance foster environments of trust and long-term commitment.

SCHEDULE + STAFFING

• Chronic staffing shortages and unrealistic workloads are central pain points across all settings.

USD Nursing Summit 2025

• Flexibility—through self-scheduling, varied shift lengths, and childcare access—is seen as a high-impact
  retention tool.
• Nurses call for safe staffing ratios to maintain quality care and patient connection.
• Access to adequate resources, training, and tools reduces stress and supports professional confidence.

VIOLENCE + INCIVILITY

• Workplace violence, incivility, and burnout are escalating threats to nurse safety and retention.
• Nurses want organizational acknowledgment that emotional and physical safety are non-negotiable.
• Preceptor and mentor burnout—especially among those supporting students and new grads—needs
  targeted prevention and recovery strategies.
• Regular check-ins, “mental health minutes,” and behavioral accountability are essential steps toward a
  safer, more respectful workplace.

OVERALL INSIGHT

• The voice of South Dakota nurses is clear:
• Strong leadership, authentic recognition, and emotional support are the foundation of a healthy workforce.
• When organizations align structure (staffing, schedules) with spirit (culture, care, and well-being), nurses
  not only stay—they thrive.