How Can Personalised Training and Incentive Measures Be Developed to Align With the Characteristics of Different Nurses?

Abstract

Ma et al. (Ma et al. 2025) recently looked at the correlation between oncology nurses' adherence to safety procedures and degree of participation they felt while on the job. The three engagement categories the researchers used latent profile analysis to describe the nurses were ‘highly efficient and focused’ (43.7%), ‘moderate balanced’ (37.4%) and ‘low effort and coping’ (18.9%). Strongly linked with the distribution of these traits were work hours per week, history of bad occurrences, involvement in safety training and confidence in one's own abilities. In line with their key responsibility for professional behaviour, the findings revealed that greater degrees of participation helped nurses' dedication to safety criteria to be improved. The study comes to the conclusion that in developing training courses and remuneration schemes, hospital administration should consider the particular requirements of several nursing specialties. Using such tailored strategies might help to improve patient safety and nursing effectiveness. These results lead us to provide several approaches for designing motivating systems and cancer nurses-specific training.

First, newly hired nurses should first participate in organised orientation courses covering clinical competencies, patient safety precautions and institutional policies—that is, fundamental knowledge in these areas. Moving from theoretical knowledge to practical application presents significant challenges for nurses, so mentoring programs whereby experienced nurses can assist in real-world scenarios are rather important. Such training can enhance confidence, augment expertise and diminish errors in patient care. Furthermore, hospitals may provide incentives, such as completion bonuses for training modules or access to additional skill-enhancing seminars, to promote active engagement in learning and professional development. Training for mid-career nurses should stress advanced clinical skills, leadership development and multidisciplinary teamwork. At this point, nurses can choose to specialise in particular areas or acquire supervisory responsibilities, which would need hospitals to provide high-fidelity simulations, specialty certification courses and scenario-based training to improve their knowledge. All while keeping high performance standards, incentive systems including salary increments, defined career paths or awards for professional recognition can greatly increase motivation, involvement and retention. Senior and experienced nurses should get training on mentoring, healthcare management and creative approaches for patient care. Encouragement of these nurses to engage in quality improvement projects, policy development and research will help to increase their influence on the healthcare system. Effective incentives could be leadership development programs, conference sponsorships or flexible work schedules, therefore promoting information sharing and ensuring a highly qualified nursing workforce.

Second, hospitals should take into account the psychological traits of nurses, such as motivation, stress levels and resilience, when designing training and incentive programmes. These psychological factors significantly influence how nurses engage with professional development opportunities, adapt to workplace challenges and maintain performance under varying levels of pressure. Nurses with high intrinsic motivation often exhibit a strong desire for continuous learning, problem-solving and professional growth. To maximise their potential, hospitals can offer opportunities such as specialised clinical certifications, research-oriented training and leadership development initiatives. By fostering intellectual engagement and career advancement, such programmes not only enhance individual expertise but also strengthen overall healthcare service quality and patient outcomes. On the other hand, nurses experiencing elevated stress levels require tailored interventions to safeguard their well-being and job performance. Stress management training, mindfulness workshops and work-life balance initiatives should be integrated into professional development programmes to help mitigate burnout and psychological exhaustion. Additionally, hospitals can establish peer support networks, wellness initiatives and accessible counselling services to provide ongoing emotional and psychological support. Implementing individualised training and well-being strategies based on nurses' psychological profiles fosters a more resilient, engaged and competent workforce. Ultimately, such personalised approaches contribute to improved nurse retention, enhanced job satisfaction and a higher standard of patient safety and care.

Finally, incentive mechanisms should be systematically embedded into healthcare platforms to drive long-term engagement, motivation and professional development among nursing professionals. By aligning incentives with individual characteristics, career aspirations and institutional goals, hospitals can cultivate a highly skilled workforce that remains deeply committed to delivering high-quality patient care. A well-structured incentive system should incorporate diverse career advancement pathways, including opportunities for specialisation, leadership development and participation in clinical research initiatives. These pathways allow nurses with varying competencies and professional interests to pursue roles that align with their expertise and ambitions, ultimately fostering a dynamic and adaptable workforce. Additionally, performance-based financial incentives serve as an effective motivational tool for nurses who exhibit exceptional proficiency in patient care, innovation or leadership within clinical settings. Such incentives may include salary increments, performance-based bonuses or institutional funding for continued education and advanced certifications. Moreover, flexible scheduling is a crucial component of nurse retention strategies, as it enables healthcare professionals to balance their workload effectively, mitigate burnout and enhance overall job satisfaction. Hospitals can further support continuous learning and specialisation by offering certification sponsorships, covering costs associated with advanced training programmes and professional accreditation. These comprehensive incentive structures can significantly enhance nurse retention, clinical performance and the overall quality of healthcare delivery.