AdventHealth brings steadier care to patients by reducing nurse turnover

Patients at AdventHealth hospitals across the East Florida Division are more likely to see the same nurse from one shift to the next, a change leaders say is helping create a greater sense of calm and connection during care.

Over the past year, nursing turnover across the East Florida Division’s seven hospitals in Flagler, Lake and Volusia counties dropped from 16.4% to 12.3%, marking steady progress in a field that continues to face staffing challenges nationwide.

At AdventHealth Daytona Beach, the improvement was even more pronounced. Turnover fell from 17.1% early in 2025 to 10.9% by late summer and held there through the end of the year.

At AdventHealth Fish Memorial, turnover reached 8.9%, the lowest rate in the East Florida Division.

Joining the East Florida Division earlier this year, AdventHealth Ocala reduced voluntary nursing turnover by 15%, reaching 18% by December.

Behind those numbers is a shift in how hospitals are supporting the people at the bedside.

“Reducing turnover took a more deliberate approach across our teams,” said Michele Goeb-Burkett, chief nursing officer for AdventHealth East Florida Division. “We heard from nurses who wanted to grow without stepping away from patient care. Once we started building around that, things began to change. People stayed, and the teams became stronger.”

Across the East Florida Division, teams tested nearly 50 strategies aimed at improving the nursing experience, from hiring practices to career development and daily support on the unit.

Many of those changes began with a simple step, such as asking nurses what was working and what was not, then acting on what they shared.

For patients, the impact often comes down to something simple.

“When nurses feel a sense of belonging, they want to stay, and the team feels more connected,” said Jamie Kabanuk, chief nursing officer for AdventHealth Daytona Beach. “When the team feels comfortable with one another and understands how things work on the unit, they can focus on the person in front of them. That continuity builds trust during a time that can feel uncertain for patients.”

Hospitals across the country continue to struggle with nurse retention. A 2026 national report found RN turnover reached 17.6%, underscoring the difficulty many systems face in keeping experienced staff.

Within the AdventHealth East Florida Division, candidates now spend time with care teams before accepting a position, giving them a clearer understanding of the role and the environment they are joining.

“It helps people make a more informed decision about where they want to build their career,” said Kristen Sutton, chief nursing officer at AdventHealth Palm Coast and AdventHealth Palm Coast Parkway. “When expectations are clear and people feel supported from the start, they are more likely to stay and grow with the team.”

Once hired, nurses are meeting regularly with leaders in their first months, creating space to talk through challenges early.

“Low clinical turnover is one of the strongest signs of a healthy care environment,” said Amanda Martin, chief nursing officer at AdventHealth Ocala. “When nurses and clinical teams stay and grow together, communication strengthens, trust deepens and patients feel the difference. Stable teams allow us to spend less energy on transition and more time focused on compassionate care.”

Nurses also play a larger role in shaping decisions through the East Florida Division Nursing Advisory Council, which brings bedside nurses together with leaders to guide policies, creating a clear path for feedback to influence change.

Career growth has become another focus. Programs designed by nurses allow them to advance while continuing to care for patients, addressing a long-standing concern that moving forward meant leaving the bedside behind.

The care environment continues evolving. All AdventHealth hospitals are introducing smart room technology that gives patients and care teams real-time information, from daily care plans to care team updates through digital displays and secure communication tools. The goal is to help reduce work intensity and make it easier for nurses to stay focused on the person in front of them, while helping patients feel informed and at ease during their stay.

For some nurses, the decision to stay has been personal.

Becky Guevarez’s journey with AdventHealth began as a travel nurse, working at several locations throughout Florida before joining AdventHealth DeLand. Here, she said she has built relationships that make coming to work feel more connected.

“It’s small enough where you get to know everyone, even in other departments,” Guevarez said. “I know people in the pharmacy, radiology and the lab, and they all know me by name.”

Her decision to continue her career with AdventHealth has also been shaped by the organization’s investment in her growth.

She is currently pursuing a master’s degree in nursing leadership and administration through AdventHealth’s education benefit, which helps cover the cost of tuition, and the organization supported her in becoming a certified nurse in progressive care.

“The investment in you is what keeps you here, and the people you work with,” she said.

For Guevarez, those relationships have turned a temporary assignment into a place she plans to stay.

Leaders say those individual experiences add up, shaping the culture across units and hospitals.

“We’ve paid closer attention to the small things,” said Michele Johnson, chief nursing officer at AdventHealth Fish Memorial. “A note of appreciation, a conversation that is not rushed. Those moments stay with people and shape how they experience their work. Over time, that builds a team people want to stay part of.”

As a faith-based, not-for-profit health system, AdventHealth connects this work to its mission of extending the healing ministry of Christ, with a focus on caring for people in ways that go beyond treatment alone.

For leaders, the goal is not simply to reduce turnover, but to create an environment where nurses see a future for themselves and patients feel the difference.

“When we invest in our nurses, it reaches far beyond our teams,” Goeb-Burkett said. “It shapes how people experience care during some of life’s most difficult moments.”