As healthcare leaders aim to reduce turnover in 2025, clinicians continue to confront a myriad of challenges—including mental, emotional, physical, and financial stress. A significant number of clinicians, 63%, according to a 2024 State of the US Nursing Report, report feeling unsupported by their employers, underscoring the urgent need for effective leadership and stronger organizational culture. Medical Solutions’ Chief Human Resources Officer Rich Thompson’s 5C’s of culture—Courage, Connection, Communication, Coaching, and Consistency—offers a powerful framework to tackle these issues.
Introduced in his book Relentless: Leading through Performance, Relationships, and the Lessons of Sports, the 5C’s lay the groundwork for more authentic leadership, which, in turn, improves healthcare culture. By learning to embrace these values, leaders can create a supportive environment that both addresses clinician concerns and enhances long-term retention and satisfaction.
Clinician Need: Safety and Financial Security
A nurse’s most basic needs revolve around feeling safe and financially secure. Yet, 82% of nurses in 2024 reported experiencing workplace violence, and 78% say their household finances barely meet their needs. What can you do?
Lead with Courage: Courage in leadership involves more than bold decisions; it’s about facing the systemic challenges that impact clinician safety and financial stability head-on.
- Implement robust safety protocols: such as de-escalation training and the installation of panic buttons in high-risk areas. Put anonymous reporting systems in place to encourage staff to share safety concerns without fear of retaliation. Clear, consistent communication and follow-up on safety improvements build trust and workplace safety.
- Re-evaluate and adjust pay structures: ensure they align with industry benchmarks. Transparent pay structures help nurses feel fairly compensated, reducing dissatisfaction and financial stress. Find ways to offer tools like virtual budgeting workshops or financial counseling services to support nurses in achieving long-term stability. Most hospitals can partner with financial institutions, nonprofits, or employee assistance programs (EAPs) to offer these at little or no cost.
Clinician Need: A Sense of Belonging and Esteem
Clinicians thrive when they feel valued and connected within their work environment. According to our Voices of Care report, which surveyed over 7100+ nurses nationwide, up to 42% of nurses feel unrecognized for their hard work. What can you do?
Lead with Connection and Communication: Connection creates a workplace where clinicians feel valued and recognized. Clear and effective communication is essential to maintain an open and inclusive culture. It’s crucial that clinicians feel valued for their input, freely able to share concerns and suggestions. This sense of belonging is vital as it greatly improves morale and reduces turnover in healthcare roles.
- Create a culture of meaningful recognition: Regularly acknowledge nurses’ contributions through awards, thank-you notes, or public recognition in team meetings. Celebrate both big wins and daily efforts, and make sure that recognition feels authentic and inclusive for all team members, from new hires to seasoned staff. Implement a peer-to-peer recognition program to encourage nurses to uplift one another and build camaraderie.
- Actively solicit feedback: Create open channels for nurses to share concerns and suggestions. Schedule regular “town hall” meetings or informal coffee chats where leadership and staff can engage directly. Show transparency on actions taken and the rationale behind them to maintain trust and accountability. Show your clinicians that their voices matter.
Clinician Need: Professional Growth and Self-Fulfillment
A stagnant workplace can easily lead to burnout and disengagement. Offering career development opportunities, like leadership training and mentorship programs, can help reduce turnover while keeping clinicians motivated and committed to a future with your organization. How can you do this?
Lead by Coaching: “Coaching” means actively supporting team members’ personal and professional growth. This goes beyond supervision or task delegation; it’s about thoughtfully helping staff develop their skills, making sure everyone is equipped and encouraged to reach their full potential.
- Provide career development opportunities: Offer continuing education, certifications, and leadership training to help nurses advance their careers and remain engaged and excited about their futures. Establish partnerships with educational institutions to offer discounted or employer-sponsored programs. Showcase success stories of nurses who have advanced within the organization to inspire others and demonstrate a commitment to their professional growth.
- Encourage professional mentorship: Set up a speed mentoring event, or pair less experienced nurses with seasoned professionals who can provide guidance and support, helping them build confidence and hone their skills. Recognize and celebrate the contributions of mentors to encourage participation and reinforce the value of shared expertise.
Lead with Consistency: Of all the 5C’s, consistency is crucial—it’s the backbone that binds all other elements of courage, connection, communication, and coaching. Consistency ensures that the programs and efforts you introduce are not sporadic, but part of an ongoing initiative. With persistence, you’ll foster an atmosphere where clinicians can’t help but feel empowered to thrive.
The Bottom Line: We Must Meet Clinicians’ Needs to Secure Retention
Rich Thompson’s 5C framework is a comprehensive approach to meeting clinician needs where they are, at every level. Most importantly, the 5C’s are about fine-tuning leadership styles to help create an environment where clinicians feel safe, valued, and motivated. As we progress further into the year, embracing the 5C’s of courage, communication, coaching, connectedness, and consistency will be essential in ensuring clinicians remain engaged and committed to their roles to help reduce healthcare turnover in 2025.
