Executive Summary
Health systems nationwide continue to face persistent early-tenure nurse turnover, particularly within the first one to two years of practice. Research and frontline experience suggest this turnover stems more from uncertainty about career direction and growth rather than from dissatisfaction with nursing itself.
When nurses lack clear growth pathways, they are more likely to disengage or leave – even when they remain passionate about nursing. In response, health systems are adopting career development approaches that build clarity and enable internal mobility as targeted retention levers.
MaineHealth provides a prime example of career development investment in practice: a dedicated Nursing Career Navigator. The navigator provides confidential, individualized career development support to nurses across the system. Structured as a three-year pilot, this initiative is a scalable, low-infrastructure model that other systems can replicate to proactively reduce retention risk.
Nursing Catalyst spoke with MaineHealth’s Workforce Development team and its Nursing Career Navigator to understand how the role strengthens internal mobility and supports long-term nurse engagement.