Quick Chats, Big Impact: One-on-One Tactics for Retaining Top Talent
My Journey to Meaningful Conversations
When I first stepped into the role of nurse leader, I was undeniably overwhelmed. Dozens of nurses, each with their own unique struggles, and I was supposed to check in with all of them every week. At first, I fumbled through conversations, trying to squeeze everything in—asking about their shifts, their learning, their personal lives—without really getting anywhere. I was going through the motions, checking boxes. Most nurses would agree, there is nothing more soul crushing than checking boxes. Our greatest gift as nurses is to establish a unique and trusting relationship, serving others, to reach their maximal health and well-being. Nurses thrive on genuine, personalized relationships, not just routine check-ins.
I spent months in this vicious cycle, checking boxes, feeling guilty and overwhelmed. Until one day, I had an amazing conversation with a new grad. It felt organic, focused, and connected. I reflected back on the structure of our conversation. I focused on what really mattered. Four things came up—well-being, recognition, challenges, and growth. That was it.
Here’s how these key areas can turn quick check-ins into powerful, meaningful interactions:
One-on-Ones FAQs
What is a one-one-one?
A one-on-one is a dedicated, face-to-face conversation between a leader and a team member. It’s a chance to delve into their needs, concerns, and aspirations. It can be structured or informal, planned or spontaneous. Think of it as a ‘stay interview’—a time to understand what motivates them to stay and thrive in their role and address any barriers to their satisfaction.
A 38,000 participant study found that people with partner-like superiors, as opposed to traditional bosses, are likely to report much greater life satisfaction.
Why conduct regular one-on-ones anyway?
Add more nursing citations…Nursing resources that recommend this practice…..
Regular one-on-ones build strong relationships, address potential issues before they escalate, and foster a supportive environment. They:
Uncover hidden concerns,
Facilitate two-way communication,
Provide feedback opportunities,
Build trust,
Track goals and career development.
A Gallup study reveals that employees with regular one-on-one meetings are about three times as likely to be engaged in their work compared to those without.
One-on-ones lead to higher engagement.
What If I Have 50+ Direct Reports?
Managing a large team can be challenging. Here’s how to make it work:
Prioritize Quality Over Quantity: Focus on a few impactful conversations rather than trying to meet with everyone frequently.
Target Specific Needs: Address individual priorities, such as professional growth or burnout.
Optimize Timing: Schedule brief meetings at convenient times, like after breaks or during downtimes. Allow the nurse to get their full break, but perhaps you can add 10 minutes at the end of a break, this usually means they are not preoccupied with patient care, have coverage, and are recharged for the conversation.
Leverage Virtual Check-Ins: Use virtual meetings for those who prefer off-shift discussions.
Use Group Forums: Address common issues in huddles or staff meetings.
Most of the nurses I support genuinely do not have time to sit down with me because they are busy with patient care activities. How can I still check-in with them?
Leverage breaks in patient care. Is a nurse sending a patient to the OR? Is a nurse waiting for an admission? Check-in with the charge nurse to see if any specific nurses may have a temporary light assignment.
Try office hours during downtimes. Many units have peak times (report, rounds, morning cares), and some more typical downtimes. Try experimenting with 1-2 times during downtimes that you leave your door open and encourage nurses to come check-in when they are able to step away.
Informal check-ins while rounding. Pick a coaching question: “What brough you joy at work in the last week?” or “What is one thing you’d like us to improve in the next month?” Chose something that is safe to discuss when others staff may be walking around.
Add a brief check-in to an operational conversation. If a nurse walks into your office to request a schedule change, ask if they have 5 extra minutes to do a brief check-in after you have addressed their initial issue.
Quick Tip:
Adopt an Appreciative Inquiry approach during one-on-ones. This strengths-based method emphasizes generating positive ideas rather than focusing on problems. [Read more about appreciative inquiry here]
Quick Chats, Big Impact: The Framework Fundamentals
Domain 1: Emotional Well-Being and Support
Goal: Check in on the person’s emotional state and overall well-being.
Why It Matters: Employees often face high-stress environments, and regularly addressing their mental health and emotional resilience is key to preventing burnout and promoting retention.
Key Questions:
“What’s been the best part of your week?”
“What is a rose and a thorn?”
“How has work been overall for you recently?”
“What’s new in your life?”
“How was [insert personal anecdote e.g. your sister’s wedding, your mom’s surgery]?”
Outcome: Create a safe space for nurses to voice concerns and feel supported emotionally.
Domain 2: Recognition and Appreciation
Goal: Acknowledge and celebrate the employees’s recent achievements or efforts.
Why It Matters: Regular recognition improves morale and strengthens a sense of belonging, which directly impacts retention.
Key Questions:
“I noticed your outstanding performance with [specific task]—how did it go?”
"What recent achievements are you particularly proud of?”
"Your thoughtful care for [patient’s name] was greatly appreciated by their family.”
Outcome: Showing appreciation builds trust and reinforces that their contributions are valued.
Domain 3: Challenges and Problem-Solving
Goal: Identify any current challenges the nurse is facing and work together to find solutions.
Why It Matters: Proactively addressing obstacles—whether related to workflow, team dynamics, or patient care—prevents small issues from escalating into larger frustrations.
Key Questions:
"What’s been your biggest challenge this week?"
"Is there anything that would make your day-to-day easier?"
Outcome: The focus is on collaborative problem-solving, ensuring that nurses feel heard and supported in overcoming their challenges.
Domain 4: Career Growth and Development
Goal: Explore the employee’s professional goals and opportunities for growth.
Why It Matters: People who see clear career development pathways are more likely to stay engaged and committed to their role.
Key Questions:
"Are there any skills you’d like to develop or areas where you’d like more training?"
"How can I support your career growth?"
Outcome: This reinforces that their long-term success is important, making them feel valued beyond their current role
Denny’s 7 minute Case Study
“One afternoon, I sat down with Emma, a bright young nurse who had been quieter than usual.”
[Emotional Well-being] As soon as we started talking, I could feel the weight she was carrying. I asked her how she was holding up—really holding up. She hesitated, then admitted the night shifts were starting to wear her down. I told her I’d noticed how she’d handled a particularly tough patient the night before, and her face softened. [Recognition] She didn’t need a pat on the back, but to know someone saw her effort. We moved on to her frustrations—turns out, it wasn’t just the hours, but the schedule itself. [Problem Solving] Together, we came up with a small change, just enough to give her some breathing room. Before we wrapped up, [Growth] I asked her about her future—what she wanted to learn next. That’s when her eyes lit up. It wasn’t a long conversation, but by the end, Emma didn’t just feel heard—she felt valued, like she was more than just a body on the floor. That’s when I realized it wasn’t about the time I spent—it was about covering what mattered most.
Next Steps
Mastering the art of effective one-on-ones isn’t about wearing yourself down with a million shallow conversations; it’s about concentrating on four key domains. By focusing on emotional well-being, recognition, challenges, and career growth, you turn brief interactions into powerful connections that enhance nurse retention and satisfaction. Make every minute count, and watch your team thrive.