1. Vacancies are inevitable, so proactive planning is essential

Despite modest improvements in workforce metrics, 40% of nurses report that they plan to retire or leave the profession within five years. Compounding this, many new nurses exit their roles within 1–2 years, creating unprecedented churn.

Even in organizations with low turnover, vacancies are inevitable due to unplanned absences, planned leave (e.g., maternity, medical, education), resignations, or changes in full-time equivalent status. Waiting until you're stretched thin is a reactive approach that can lead to burnout and compromised care.

Proactive staffing strategies include:

• Forecasting and supplementing with contingent labor to fill vacancies for scheduled and unscheduled leaves of absence
• Building relationships with trusted workforce partners before a crisis hits
• Creating contingency plans to avoid overburdening existing staff during unexpected times of higher-than-normal absenteeism

2. Contract nurses can strengthen teams when fully integrated

Contract nurses can bring diverse experience and adaptability, but their impact depends on how well they’re integrated into the team. A strong strategy for onboarding and inclusion ensures nurses contribute meaningfully and feel valued.

Best practices for integration:

• Work with your staffing partner to match talent with the right skills and experience to the acuity and culture of your unit.
• Let the team know who’s coming and share their background. Welcome them to the unit and provide them with orientation, a buddy or resource person, and equitable assignments.
• Include contract nurses in staff meetings and shared governance activities. Encourage them to share their experiences and best practices.
• Invite contract nurses to staff meetings, social events, and team-building activities.
• As trust builds, allow contract nurses to serve as preceptors, mentors, or charge nurses to alleviate the burden on staff.

This process starts when health system leaders assess potential staffing partners. It is important that a current or prospective partner takes the time to meet with health system leaders to understand the unique needs and goals of the organization and build a truly collaborative partnership. This helps the workforce partners to appropriately select candidates who are ready and able to fully integrate into the organization.

3. Investing in staffing is investing in patient care — and your community

Nurse leaders struggle to make a business case for investments in staffing. Unlike physicians, while adding nurses doesn’t directly generate revenue, the downstream impact affects patient outcomes, reimbursement, and reputation in the community.

Staffing impacts key performance metrics, including:

• Patient experience and satisfaction
• Quality outcomes and safety
• Length of stay and readmission rates

Inadequate staffing can lead to bed closures, delayed care, loss of services to the community, and compromised patient outcomes. Strategic use of contract labor helps ensure continuity of care, preserves staff well-being, and keeps beds open — even during census spikes or workforce shortages.

Final thought

Nurse staffing isn’t just a logistical challenge, it’s a strategic imperative. By planning ahead, embracing workforce partnerships, and integrating contract nurses as full team members, health systems can build resilient care teams that deliver exceptional outcomes.

Sunburst Workforce Advisors offers a fresh approach to the traditional Managed Service Provider (MSP) model by putting people — not platforms — first. We help organizations manage their contingent workforce with smart technology, real-time insights, and hands-on support. Our cost savings model aligns with your goals, not ours, offering one contract, one invoice, and full visibility into spend, performance, and compliance. With decades of staffing experience and a diverse supplier network, we deliver specialized talent that helps you do more — with less.

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This article is sponsored by Sunburst Workforce Advisors, an Advisory Board member organization. Representatives of Sunburst helped select the topics and issues addressed. Advisory Board experts wrote the article, maintained final editorial approval, and conducted the underlying research independently and objectively. Advisory Board does not endorse any company, organization, product or brand mentioned herein.

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