As healthcare systems continue to grapple with workforce shortages, high turnover, and burnout, one message at Becker’s Clinical Leadership Summit was clear: legacy solutions aren’t enough.
Dr. Jenna Fisher, DNP, MSMIT, APRN, NEA-BC, FACHE, Vice President of Clinical Excellence at Ascend Learning Healthcare Workforce Solutions, joined fellow nurse executives on a standout panel titled “Nurse Retention in 2025 & Beyond: Top Strategies for a Sustainable Workforce.”
The session focused on how digital clinical ladder programs (DCLPs) are shifting the paradigm from reactive staffing fixes to proactive, scalable workforce development.
The Retention Crisis: A Tipping Point for Innovation
Nurses are the backbone of healthcare, but how do we keep them engaged, recognized, and retained in a rapidly changing landscape?
This question is driving major innovation across health systems nationwide. As panelists pointed out, the status quo of manual binders, inconsistent ladder criteria, and leadership blind spots limit participation, growth, and connection.
With turnover rates still hovering near 18%, especially among early-career nurses, the time for structural change is now.
The Digital Shift: Why DCLPs Work
Jenna spotlighted digital clinical ladders as a game-changing solution: nurses engaged in digital ladders are twice as likely to stay as those who are not. “We’ve seen over 70,000 ladder applications submitted.”
Platforms like StaffGarden’s DCLP are already in use across 1,300+ facilities in 20 states. Unlike traditional CLPs, these systems provide real-time tracking, automated workflows, and centralized data visibility—making it easier for leaders to see who’s progressing and where support is needed.
The result? Nurses who participate in a StaffGarden-powered CLP have a turnover rate of just 7.3%, compared to 14.8% for non-participants.
From Recognition to Retention: Building the Workforce of Tomorrow
As Jenna explained during the session, “Nurses don’t just want titles—they want to see the impact of their work and feel like they’re advancing, even if they’re not seeking formal leadership roles.”
This is the core value of DCLPs: they bring transparency to what growth looks like, highlight clear opportunities for progression, and reduce the administrative friction that often deters participation.
Legacy tools like spreadsheets and binders are holding back your nursing workforce. It’s time to bring visibility, consistency, and career potential to the forefront.
The Takeaway: Retention Starts with Recognition— and Real Tools
Becker’s attendees walked away with a clear imperative: organizations that invest in digital tools to support clinical advancement will be the ones that retain top nursing talent.
Whether your goal is to reduce turnover, strengthen succession planning, or simply give nurses a reason to stay, digital CLPs offer a strategic, scalable solution.
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