Finding skilled and reliable home health nurses for your medically complex child can be one of the biggest challenges families face after leaving the hospital. Even once you find a nurse you trust, keeping them long-term can be just as hard—especially with the nationwide pediatric home health nurse shortage.
The good news? You can take steps to make your home a welcoming, sustainable, and rewarding workplace for nurses, helping you attract great home health nurses and reduce turnover.
Here are eight proven strategies from experienced families, nurses, and the Hello Nurze community.
1. Make the Nurse Onboarding Process Smooth, Coordinated, and Skills-Focused
First impressions matter—not just with the nurse, but also with the nursing agency that’s helping place them. A strong onboarding process should involve clear communication between the family, nurse, and agency from day one—and ensure the nurse has been fully trained for the specific skills your child needs.
Provide a simple “welcome binder” with emergency contacts, daily schedules, and care routines.
Give a home tour to show where medical supplies, PPE, and equipment are located.
Keep the agency updated on the onboarding process—confirm training dates, paperwork, and orientation steps.
Ask for proof or confirmation that the nurse has completed training for your child’s specific needs (e.g., trach care, ventilator management, seizure response, G-tube feeds). If gaps are identified, request that the agency provide additional training before the nurse starts independent shifts.
Encourage direct nurse-family-agency communication to speed up the process and solve issues before they cause delays.
Pro tip: When onboarding, the squeaky wheel gets the grease. Families who stay in regular contact with their agency—checking progress, asking about next steps, and confirming skills training—tend to get nurses onboarded faster and better prepared.
2. Set Clear Expectations from the Start
Home health nurses need clarity to do their jobs well. Be upfront about:
Medical tasks vs. personal care responsibilities.
Shift expectations (nights, weekends, flexibility).
Your communication preferences during and after shifts.
Clear expectations help avoid misunderstandings and make your case more appealing when you’re hiring home nurses through agencies.
3. Foster Open, Two-Way Communication
Strong nurse-family relationships are built on trust—and agency relationships are no different.
Keep the nurse and agency informed about changes in your child’s condition, schedule, or home environment.
During the first weeks, check in with the nurse about how comfortable they feel with all necessary skills. If additional training is needed, request that the agency arrange it right away.
Encourage nurses to share feedback directly with you and the agency for quick problem-solving.
When the family, nurse, and agency are in constant communication, and training is addressed immediately, issues get resolved faster and nurses are more likely to stay long-term.
4. Create a Comfortable and Well-Stocked Work Environment
A supportive work environment is key to keeping home nurses long-term:
Stock PPE, medical supplies, and necessary equipment in advance.
Keep the workspace clean, organized, and functional.
Provide a comfortable area for documentation and short breaks.
5. Show Genuine Appreciation
Recognition goes a long way in nurse job satisfaction.
Celebrate work anniversaries and personal milestones.
Write thank-you notes or small acknowledgments for exceptional care.
Share positive feedback with their agency or supervisor.
6. Respect Boundaries to Prevent Burnout
Home health nursing can be physically and emotionally demanding.
Avoid sending non-urgent messages during off hours.
Be mindful of schedule changes and last-minute requests.
Support your nurse in taking needed breaks and vacations.
Families who respect nurse boundaries tend to have higher nurse retention rates.
7. Build a Strong Team Culture
If you have multiple nurses:
Share important updates with the whole team, not just one person.
Encourage collaboration rather than competition.
Keep communication positive and focused on problem-solving.
8. Think Long-Term to Reduce Turnover
Turnover is costly—emotionally for your child and practically for your family.
Treat nurses as valued care partners.
Invest in relationships, not just schedules.
Proactively ask if anything might make them consider leaving, and address concerns early.
Frequently Asked Questions (FAQs)
Q: How do I attract home health nurses to work with my family?
A: Be organized, clear about expectations, and maintain strong communication with both the nurse and the agency during onboarding. Confirm that nurses have been trained in your child’s specific medical needs before they start independent shifts.
Q: What keeps home nurses from leaving a case?
A: Respect, open communication, consistent scheduling, and genuine appreciation. Plus, an onboarding process that ensures they’re confident in every skill they’ll need.
Q: Can I request the same nurse long-term?
A: In most cases, yes…but it depends on nurse availability, agency staffing, and your approved hours. Building strong relationships and keeping everyone in the loop increases the chances.
Final Thoughts
You may not be able to fix the national pediatric home nurse shortage, but you can create an environment where nurses want to stay. By staying organized, communicating regularly with both the nurse and agency, and ensuring nurses are fully trained for your child’s specific needs, you’ll have a much better chance of finding the right home nurse—and keeping them for the long haul.
💗 Have your own tips for attracting and keeping great home nurses? Share your story with Hello Nurze and help other families thrive.