On-Demand Webinar: What Makes Post-Acute Nurses Tick? Insights from AAPACN and LTC 100's Long-Term Care Workforce Survey-Recording: What Makes Post-Acute Nurses Tick? Insights from AAPACN and LTC 100's Long-Term Care Workforce Survey

Recording: What Makes Post-Acute Nurses Tick? Insights from AAPACN and LTC 100's Long-Term Care Workforce Survey

Video Transcription

Video Summary

Amy Stewart, Chief Nursing Officer at APAC, presented a webinar on workforce culture in skilled nursing and long-term care. She opened with a story about a nearby forest fire to illustrate how small problems can grow when ignored, then connected that lesson to workplace culture and retention.<br /><br />Drawing on a survey of nearly 500 skilled nursing professionals, she explained that retention is a bigger challenge than recruitment. Most respondents were experienced, older RNs in SNF settings, highlighting the need to preserve institutional knowledge while attracting and keeping younger nurses.<br /><br />Key findings showed that job satisfaction is fragile: while many were somewhat happy, only a minority were very happy, and more than one-third were neutral or unhappy. Employees value purpose, flexibility, and company culture, but culture was also the biggest source of dissatisfaction. Pay and benefits matter, but they are not enough to retain staff without a supportive environment.<br /><br />Amy emphasized that jobs have become harder due to staffing shortages, heavier workloads, increased documentation, and rising regulatory demands. Burnout is driven not just by individual stress, but by system problems and leadership gaps.<br /><br />She highlighted the importance of manager relationships, psychological safety, and visible leadership. Staff need to feel safe speaking up, supported by well-trained managers, and recognized for their work. Practical strategies included improving onboarding, strengthening communication, reducing unnecessary burden, supporting professional development, and using culture surveys, stay interviews, and rounding to measure progress.<br /><br />Her central message: protect what makes long-term care meaningful—resident relationships, purpose, and teamwork—while actively improving the conditions that make the work sustainable.

Keywords

workforce culture

skilled nursing

long-term care

employee retention

job satisfaction

burnout

leadership

psychological safety

staffing shortages

company culture