Transforming clinical ladder programs: A modern approach to nurse engagement and retention
Nurses are burning out — and many are walking away. Traditional clinical ladder programs are outdated, inconsistent and fail to offer clear pathways for advancement.
Without modernization, CLPs become a barrier to retention. Paper-based processes frustrate staff, leave career progression in the dark and ultimately lead to higher turnover. The gap between what nurses need and what CLPs offer is growing — and it's unsustainable.
Digital clinical ladder programs (DCLPs) are changing the game. By providing visibility, automation and career clarity, they help leaders cut turnover in half and reinvigorate nursing engagement. This report outlines how health systems are building sustainable, nurse-centered growth models.
Key takeaways
Without modernization, CLPs become a barrier to retention. Paper-based processes frustrate staff, leave career progression in the dark and ultimately lead to higher turnover. The gap between what nurses need and what CLPs offer is growing — and it's unsustainable.
Digital clinical ladder programs (DCLPs) are changing the game. By providing visibility, automation and career clarity, they help leaders cut turnover in half and reinvigorate nursing engagement. This report outlines how health systems are building sustainable, nurse-centered growth models.
Key takeaways
- Outdated CLPs hinder retention and professional development.
- DCLPs deliver measurable results, cutting turnover by nearly 50%.
- A proven platform that enables large-scale CLP transformation.
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