Executive Summary
Second-year nurse turnover is significantly higher than first-year turnover across health systems—even among those investing the most in new graduate nurse supports. Nursing Catalyst's 2025 National NGN Benchmarking Survey names this pattern the post-residency cliff: the point at which structured support drops off while expectations, autonomy, and complexity continue to rise. The data shows that mitigating this risk is less about how much systems invest and more about whether the right supports reach nurses at the right time.
Key Takeaways
The post-residency cliff marks a rise in second-year turnover risk. Across participating systems, second-year turnover generally exceeds first-year turnover; similarly, NGN intent to leave increases as residency ends. The challenge is less about how much systems invest and more about whether support continues at the point when confidence begins to stall.
Two shifts drive turnover risk post-residency: confidence levels and career aspirations. Early in year two, confidence gains begin to plateau as NGNs take on more independent practice and formal support fades. Later on, career aspirations also shift in response to greater experience at the bedside.
Mitigating retention risk in year 2-3 begins with understanding how support needs shift across tenure. Over time, NGN needs shift from navigating the basics of clinical skill-building to a stronger interest in finding social connection and career development. Understanding and responding to those shifting needs is key for systems working to address the post-residency cliff.