The 2026 Health Care Workforce Scan

Build a healthcare workforce that stays, grows, and delivers.

The 2026 Health Care Workforce Scan brings together the most actionable trends and real-world strategies hospitals are using to build a more resilient, future-ready workforce.

High-performing systems are redesigning workflows, embracing technology, and reimagining development pathways to create smarter operational designs that tackle staffing shortages, rising acuity, burnout, and widening skills gaps in a way that works.

With $61,110 as the average cost to replace a bedside nurse, 22.3% first‑year RN turnover, and 38% Gen Z turnover across hospitals and health systems, leaders can’t afford inaction. This report highlights real, measurable impact from enablement, strategies for engagement, and shared governance structures that are already improving retention and operational performance.

Download the 2026 Health Care Workforce Scan for the latest, proven approaches to team design, development pathways, and well-being strategies.

What's Inside:

Why workflow and data determine AI impact more than tools alone

Learn why a strong, integrated data infrastructure and digital command center are essential groundwork for realizing the full value of future AI investments, improving operational visibility and decision-making at scale. 40% of U.S. community hospitals already leverage AI or machine learning to address key operational challenges.

Using technology to reduce workforce burdens

See how leaders are addressing the operational challenges straining clinical teams, like documentation burden and inefficient workflows, and how they're extending these principles beyond direct patient care towards workforce development. Predictive analytics tools can now forecast scheduling needs, and real-time credentialing systems ensure that clinicians can be deployed where needed without delay.

Boosting Retention Through Reimagined Development Pathways

Engagement, well-being, and belonging are being elevated as strategic priorities, using shared governance, mentorship, and technology-enabled career development to measurably reduce turnover. Parkview Health saw clinical ladder participation surge from 75 to nearly 2,000 nurses annually, and retention rose from 87% to 91.3%, with 90% of nurse departures coming from those not engaged in the program.

Featured Success Story: Parkview Health

"Our nurses are feeling inspired. They’re driven, they’re celebrating each other, their confidence is growing — and that’s the best outcome any organization could ask for."

- Amanda Weaver, BA, RN, NPD-BC, NE-BC, Senior Specialist, Nursing Professional Development at Parkview Health

Parkview Health partnered with StaffGarden to transform its paper-based clinical ladder program into a digital-first competency platform across 13 hospitals. Participation surged from 75 to nearly 2,000 annually, retention rose from 87% to 91.3%, and quality indicators improved significantly, including a notable reduction in pressure injuries. This scalable model aligns workforce development with strategic goals and delivers measurable impact.
(Source: 2026 Health Care Workforce Scan)

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