Given the nursing shortage, retaining qualified nurses is of primary importance to nurse executives. In this article, the authors discuss problems they experienced in retaining newly hired nurses on 3 surgical nursing units and describe how efforts to change the culture of the units resulted in dramatic improvements in nurse satisfaction and the retention of new hires.

Nurse leaders must ensure the continued development and learning of all nurses, including those who postpone participation in existing professional development activities. In this article, the authors describe a career mapping program for nurses who have demonstrated reluctance in establishing and pursuing career advancement goals. The program incorporates a 2-tiered mentoring strategy and guides nurses in assessing their strengths and interests, developing career goals, and mapping out and implementing a career plan to meet personal and professional needs. The 18-month program resulted in career advancement for most participants and offers a model for leadership development.

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