Healthcare workers face intense pressure, yet only 18% feel meaningfully recognized and just 11% report regular manager recognition. Belonging (19%) and productivity (23%) remain modest, while 12% are actively job hunting. Despite strong purpose and moderate trust in managers (23%), insufficient appreciation threatens retention. The report outlines practical actions: weekly recognition expectations, peer recognition tools, tracking recognition gaps, and embedding appreciation into leadership routines. Consistent, specific, and manager-led recognition is presented as a low-cost solution to burnout and disengagement.

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