Workforce turnover continues to be one of the greatest challenges facing skilled nursing facilities today. In this engaging and practical session, long-term care leaders will learn how to move beyond reactive staffing strategies and build a sustainable culture that keeps their best employees. The 90-Day Retention Revival Blueprint provides a structured leadership framework designed to improve staff engagement, reduce burnout, and strengthen workplace culture without adding additional burden to already stretched teams. Participants will explore evidence-based leadership rhythms that include daily connection practices, weekly engagement strategies, and measurable culture tools that can be implemented immediately in their facilities. Through real-world examples and practical implementation strategies, this session will equip administrators, nurses, and department leaders with the tools needed to improve staff morale, enhance team stability, and create an environment where employees want to stay and grow. Join us to discover how intentional leadership can transform retention, strengthen teams, and improve the quality of care in long-term care settings.

Nurse Learner Outcome: At the conclusion of this educational session, 80% of participants will self-report an increased knowledge and confidence in implementing structured staff retention strategies within their long-term care facility, as measured by the post-session evaluation.

Learner Objectives:

1. Identify key factors contributing to staff burnout and turnover within skilled nursing facilities and describe how these factors impact workforce stability and resident care outcomes.
2. Describe the core components of the 90-Day Retention Revival Blueprint, including leadership rhythms, recognition practices, and staff engagement strategies.
3. Analyze how structured leadership practices such as stay interviews, morale monitoring, and recognition rituals can influence staff engagement and retention in long-term care environments.
4. Apply practical leadership strategies that support daily, weekly, and monthly engagement rhythms designed to improve team communication and workplace culture.
5. Develop an actionable plan to implement at least one retention-focused leadership strategy within their facility to improve staff morale, reduce turnover, and strengthen team collaboration.