Cultivating a Proactive Approach to Nursing Workforce Strategy: Lessons from the Front Lines

In a time when the nursing workforce faces unprecedented challenges—burnout, turnover, and unsustainable costs—healthcare leaders must look beyond reactive staffing models. At this year’s AONL Annual Conference, Amanda Wheeler, Vice President of InSourcing at HWL, sat down with the AONL podcast team to discuss how organizations can shift from scrambling to fill shifts to building resilient, future-ready workforce strategies.

Listen to the full episode here: AONL Podcast - Cultivating a Proactive Approach to Nursing Workforce

Moving from Crisis Response to Strategic Workforce Design

In her conversation with AONL, Amanda emphasized that the healthcare industry can no longer afford to treat contingent labor as a last-minute solution. Instead, it must be seen as a strategic pillar of Total Workforce Optimization. Too often, health systems fall into the trap of “staffing by crisis,” which can lead to a cycle of burnout, increased costs, and continued turnover.

To break this cycle, HWL has championed a proactive approach that includes:

• Building internal resource pools to reduce dependency on costly external agencies.
• Leveraging real-time and predictive analytics to anticipate staffing needs before they become urgent.
• Using AI-driven scheduling to boost workforce agility and reduce administrative burden.
• Implementing flexible work models that improve nurse satisfaction and retention.

The ROI of a Strategic Workforce Approach

Healthcare systems that prioritize workforce planning and allocate nursing leadership to labor strategy are already seeing results. Amanda shared that organizations implementing HWL’s model have achieved:

• 50–75% reduction in reliance on high-cost travel nurses
• Lower turnover rates
• Improved re-engagement of nurses who had previously left the organization seeking flexibility elsewhere

One surprising benefit? The return of formerly exited clinicians. When nurses are offered the flexibility and compensation of travel roles—within the stability of an internal pool—they’re more likely to stay, or return, to their home organization.

Key Takeaways for Nurse Leaders

For nurse leaders tuning in, Amanda’s message is clear: “Proactive workforce strategy is no longer optional. If you’re not planning ahead, you’re falling behind.” Leaders who embrace new models like internal float pools, flexible scheduling, and strategic forecasting will be best positioned to deliver consistent, quality care—while avoiding the financial and emotional toll of staffing crises.

About HWL

HWL (Healthcare Workforce Logistics) is a mission-driven organization committed to being a true Total Workforce Solutions partner to healthcare systems. With a focus on vendor neutrality, advanced technology, and flexible staffing models, HWL empowers organizations to take control of their workforce challenges and build a path toward long-term sustainability.