Showing appreciation for nursing staff doesn’t have to be defined by the size of an organization’s budget. What’s important is the thoughtfulness behind the recognition. In a profession characterized by long shifts, emotional demands, and constant change, meaningful acknowledgment has a lasting positive effect on morale, retention, and team culture. However, appreciation efforts often become routine or are deprioritized due to budget constraints, limiting their overall impact.
Nurse leaders don’t need elaborate events or expensive gifts to help nurses feel valued. Some of the most memorable gestures are simple, creative, and deeply personal. By thinking a little differently, organizations can turn everyday moments into powerful expressions of gratitude.
Here are some great out-of-the-box ways to appreciate nursing staff without breaking the bank, according to nurse leadership expert and AAPACN Curriculum Development Specialist, Dr. Lauren Stenson, DNP, MSN, RN, CNDLTC, QCP, DNS-CT.
1. Host a Basket Raffle
“When I was DON, I had zero budget,” says Stenson. “So everything that I did for my staff was out of pocket. My core team and I would plan for months ahead of time. I really felt that appreciating my nursing staff for everything they did was an important part of my job.”
“One of our ideas was raffle baskets,” she said. “We would pull in other departments and volunteers as well. I worked for a veterans’ home, so it was very well known in the community. My nursing leadership team and I would ask for donation items for the baskets. We also did themed baskets, and the staff loved them.”
These are some examples of themed baskets:
- Garden basket: Pair of gardening gloves, seed packets, gardening tools, and a foam knee bench
- Movie theater basket: Two movie tickets, popcorn, red and white striped popcorn containers, and boxes of candy
- Beach day basket: Inflatable beach ball, sand toys, towels, a drink cup
- Spa day basket: Eye mask, bamboo towel, essential oils, mani/pedi kit, tea
- Wine basket: Wine, decanter, glasses
“We would set all the baskets up in a room,” explains Stenson, “and give nursing staff raffle tickets at the beginning of Nurses Week or Certified Nursing Assistant (CNA) Week. And then we would have games throughout the week, like bingo and scavenger hunts, to compete for more tickets. Team members recognized for going above and beyond would get extra raffle tickets. Staff would drop the raffle tickets in whichever basket they wanted, and the tickets would be drawn at the end of the week.”
2. Adopt a Nursing Shift
“Another idea was having other departments adopt a nursing shift for a week,” offers Stenson. “They would contribute toward doing something nice for the nurses on a shift to show their appreciation. For example, we did a barbecue lunch for the nursing staff that involved the dietary department. We included the residents in the barbecue, so the facility covered all the food preparation. Then my assistant DON and I cooked and served everything.”
3. Offer Relaxation or a Treat
“Another time, hospice came in and offered free massages for the nursing team,” adds Stenson. “Giving them some relaxation—they liked receiving recognition that way.”
“One of the problems that I know most facilities run into is day shift will get everything and then night shift gets something small like coffee overnight,” notes Stenson. “In my facilities, we had three shifts: evening, night, or day. Another department would pick a shift and a treat they would like to offer them. It might be a whole meal (not just pizza) for that shift. For example, environmental services came in early and cooked a whole breakfast for night shift. We also did a hot chocolate bar on evening shift one time.”
4. Set Up a Recognition Board
“Another idea that is inexpensive but most meaningful for staff is a recognition board,” says Stenson. “On each of the units, I set up a board. But it wasn’t just coming from management. It was for their peers to use too. The best part was that residents and family members also started participating. We provided sticky notes so people could write a quick note about someone and stick it up on the boards that we had decorated around the units.”
Stenson added, “The nurses and CNAs would say that it was the most meaningful recognition because it was coming from people who they either worked with very closely or the residents and family members, who let the nurses know that they had touched their lives in a meaningful way.”
5. Gather a Nurse Advisory Cabinet
“Another great idea is to offer nurses and CNAs an opportunity to meet regularly with the administration team as a Nurse Advisory Cabinet to give them a voice,” says Stenson. “They can bring up items of concern. And the expectation would be that leadership has to act on one recommendation each quarter.”
Stenson says that forming this Nurse Advisory Cabinet shows appreciation by honoring their suggestions. Also, their participation becomes influence. Staff have an opportunity to feel heard and have an impact.
6. Celebrate Career Milestones
“Another appreciation idea that costs very little is making sure to recognize career milestones,” says Stenson.
These are some milestones that could be celebrated:
- First year as a nurse
- Nursing license upgrade (CNA to LPN, or LPN to RN)
- Degree completion
- Specialty certification completion (such as a certification from AAPACN)
- Preceptor training program completion
- Leadership development program completion
Stenson adds, “So it’s not just celebrating tenure, which for a lot of places that’s what they celebrate. It’s acknowledging professional growth as well.”
7. Give Them Their Time Back
“Another good idea is to give nurses their time back,” suggests Stenson. “This one doesn’t cost anything but your time. Leadership would answer call lights for 30 minutes or the DON, ADONs, or unit managers would cover breaks or take nonclinical tasks off the nurse’s plate for a shift.”
“This appreciation shows you are a servant leader, which is what I really loved being,” says Stenson. “It’s appreciation through acts of service, rather than just words. Being on the floor with the nursing staff and showing them you aren’t afraid to get your hands dirty not only builds rapport. It also helps the nursing staff begin to trust in their leader where they might not have before.”
8. Name a Nurse as CEO for an Hour: Improve a Process with Leadership
Stenson offers another idea around working with leadership. “Make someone ‘CEO for an hour’ where, once a month, you select a nursing staff member who identifies one frustrating process and then works directly with leadership to fix it.” She clarifies that this idea offers more individualized support and impact compared with the Nurse Advisory Cabinet.
“Also, it’s not just pointing out something that needs to be fixed and letting leadership work on it. The staff actually become part of the solution,” notes Stenson. “This helps them feel heard on an individual level. It also improves operations. And again, it costs little to nothing.”
Stenson offers the following examples of processes fixes a nurse might suggest: “They could eliminate duplicate documentation, change supply placement, or streamline shift report. So, it would be a bit more directly related to their role.”
9. Give Nurses an AAPACN membership: Invest in Their Education
Lastly, Stenson says, “I always encourage leaders to think beyond traditional gifts and consider opportunities that support nurses throughout the year. An AAPACN membership provides ongoing access to education, resources, and peer support that can help nurses grow professionally and build confidence in their role. It’s a meaningful way to show appreciation while investing in both the individual and the organization. It’s also a cost-effective way to say ‘thank you’ while helping your team develop skills for the future.”
Conclusion
“Appreciation doesn’t have to always be monetary,” emphasizes Stenson. “The biggest thing is showing staff that they’re actually appreciated. If you can bring the team together, especially with the interdisciplinary team, it can change the whole dynamic of your organization. When we did the ‘Adopt a Shift’ idea, the nurses would also help recognize other departments, such as during Social Work Week or Dietary Week. Nursing staff would jump in to celebrate them and help too.”
“The most meaningful appreciation comes from giving nursing staff a voice in decisions, recognizing that they are clinical experts, and removing barriers that make their work more difficult, as well as any silos,” concludes Stenson. “When we work together to improve processes and celebrate together, we can all feel appreciated as part of the team.”
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