Nurse burnout continues to rise, but evidence-based wellness strategies offer a path forward. Proven programs, leadership practices, and cultural changes strengthen well-being, boost retention, and support safer, more effective care.
HealthFebruary 03, 2026
The evidence based ROI of wellness starts with building a culture that heals the healers
If we don’t take the time today for self-care, we’ll have to take the time later for chronic disease.”
That reminder is from Dr. Bernadette Melnyk, former Chief Wellness Officer at The Ohio State University, founder of COPE2Thrive, which resonated deeply with nurse leaders who tuned in to her recent evidence-based practice (EBP) webinar on clinician wellness.
Across the country, nurses are carrying historic levels of burnout, moral distress, and emotional strain. In fact, more than 60% of acute-care nurses report feeling burnt out and 75% say they feel stressed, frustrated or exhausted, according to research. Dr. Melnyk emphasized that well-being is not a personal lifestyle challenge for nurses to solve alone. It is a nursing leadership and system issue that organizations must address with the same focus and rigor they apply to quality and safety.
When nurses feel supported and valued, engagement rises, turnover falls, and the entire culture of care becomes safer, stronger, and more resilient. As Dr. Bernadette Melnyk’s research shows, and as she explores in her new book 12 Keys to Health, Happiness, and Well-Being for Nurses and the Healthcare Workforce: An Evidence-Based Guide, when nurses thrive, everyone benefits.
The nursing crisis nurse leaders cannot ignore
Burnout among nurses is not new, but its current scale and intensity signal a deeper problem within healthcare systems. Nurses continue to report high rates of depression, stress, and emotional exhaustion, yet many worry about judgement or licensure concerns when seeking help. Melnyk reinforced that burnout is not a failure of individual coping. It is a symptom of systems that do not fully prioritize psychological safety, rest, and recovery. Nurse leaders must recognize that nurses cannot deliver high-quality care when their own well-being is overlooked.
Evidence-based strategies that strengthen the workforce
Melnyk’s research highlights a clear path forward for nurse leaders. Programs rooted in evidence-based practice, such as her Mind-Body Strong cognitive behavioral skills training, reduce stress, anxiety, and depression while improving job satisfaction and performance. These initiatives are not wellness perks. They are strategic investments tied directly to outcomes such as retention, patient safety, engagement, and clinical reliability. This approach aligns with tools like Lippincott® Solutions, which provide evidence-based guidance at the point of care and ongoing professional development, helping nurses feel more confident and prepared. When nurses believe they matter to their organization, and have the resources they need to practice safely, they are more likely to stay, contribute, and grow. Research supports this. Nurses working in healthier work environments are 21.1% less likely to leave their jobs.
Health systems that shift from reactive “sick care” to proactive “well care” see meaningful improvements. They build environments where rest is encouraged, boundaries are protected, and mental health carries no stigma. This cultural shift lays the groundwork for stronger teams and more stable staffing in today’s high-acuity environment.
How can nurse leaders build a culture of wellness?
Leaders shape the daily experience of work
Nurse leaders influence how teams communicate, how safe people feel asking for help, and whether well-being is treated as a true priority rather than an added expectation.
Wellness starts at the top
When leaders model self-care, create space for honest conversations, and connect well-being to the organization’s mission, teams feel supported and better able to thrive.
Environments matter more than individual effort
During the webinar, Dr. Alice Teall noted that “individual wellness cannot flourish in an environment that fails to support the well-being of all members of the system.” Sustainable change begins with the culture leaders create.
Listening comes before launching initiatives
Leaders should start by understanding what their teams actually need. Gathering feedback and responding to real concerns helps ensure that new efforts address meaningful gaps instead of adding more work.
Healthy behaviors must be the norm
Skipping meals, working long hours, and ignoring personal well-being cannot be viewed as commitment. Organizations must make rest and recovery part of daily practice.
What works: Small leadership actions that create lasting change
Creating a healthier workplace does not require sweeping change all at once. It can begin with small, meaningful steps such as strengthening communication habits, reinforcing meal and rest breaks, and reducing unnecessary administrative friction. Peer connection and emotional support are especially powerful. Nurses who feel connected to colleagues and mentors are more resilient and more likely to stay. Flexible scheduling and predictable staffing patterns also give nurses the space needed to recover and protect their well-being.
Measuring and sustaining progress
Wellness strategies must be tied to measurable outcomes. Hospitals spend tens of thousands of dollars to replace a single nurse, which means retention is both a human and financial priority. Tracking engagement, safety, turnover, and confidence levels helps nurse leaders understand what is working and where more support is needed. Sharing this data regularly keeps well-being visible as an organizational priority rather than an optional initiative.
A call to action for nurse leaders
Dr. Melnyk encouraged leaders to advocate for licensure reform that removes mental health disclosure questions and helps nurses feel safe seeking care. She also urged organizations to integrate wellness metrics into strategic plans and quality dashboards, and to invest in programs proven to support psychological and emotional health. Joining national efforts like the Clinician Well-Being Collaborative further signals a strong commitment to sustainable change.
Building a culture where nurses can thrive
The message is clear. When organizations take responsibility for creating environments that support nurse well-being, they build stronger teams, safer care, and a more stable workforce. Wellness is not another item on a to-do list. It is the foundation of confidence, competence, and long-term retention.
Supporting wellness is ultimately an investment in people, and the ripple effect strengthens the entire system.
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