Certified Registered Nurse Anesthetists (CRNAs) are the backbone of safe, high-quality anesthesia care. In today’s healthcare landscape, most ambulatory surgery centers (ASCs) and hospitals outsource anesthesia services to trusted partners like ICON Anesthesia, making it our responsibility to attract, support, and retain the skilled providers who keep your operating rooms running smoothly.
At ICON, we know that provider satisfaction drives performance, patient outcomes, and long-term stability. Our approach to retention isn’t about quick fixes; it’s about building an environment where CRNAs want to work, grow, and stay for the long haul. Here’s how we deliver on that promise.
1. Flexible, Provider-Centered Scheduling
Work-life balance is no longer a perk; it’s a priority. CRNAs expect flexibility, and rigid, outdated schedules are a fast track to turnover.
Our approach: We create schedules that align with each provider’s lifestyle and preferences, whether they work full-time or part-time. By building genuine connections and understanding their unique needs, we’re able to design the right teams, locations, and schedules that help prevent burnout and keep providers energized and engaged.
2. Transparent, Competitive Compensation
CRNAs know their value, and we ensure they feel it.
Our approach: We offer market-driven pay rates that account for region, facility type, and provider classification.
3. A Culture of Respect and Autonomy
Micromanagement doesn’t just frustrate, it drives people away.
Our approach: We know CRNAs as highly trained, independent practitioners. We encourage collaboration with anesthesiologists, surgeons, and OR staff, and we make sure our providers have a voice in perioperative planning. That trust builds loyalty.
4. Burnout Prevention as a Core Strategy
Burnout in anesthesia isn’t just about long hours; it’s about lack of autonomy. At ICON, our providers work as independent contractors and have the freedom to choose the schedule that fits their lives. Most take on just one shift per day and decide whether they work one day a week or five. This flexibility helps maintain balance and supports long-term career satisfaction without compromising patient care.
5. Clear Paths for Professional Growth
Even outside academic hospitals, CRNAs want to advance their skills and careers.
Our approach: We encourage continuing education, specialty certifications, and leadership roles like lead CRNA positions. We also encourage participation in quality improvement initiatives, mentorship programs, and opportunities to shape best practices across facilities.
6. Ongoing Feedback and Open Communication
Retention starts with listening.
Our approach: We maintain an open-door policy where providers can share concerns without fear of retaliation. Check-ins and responsive leadership ensure CRNAs are doing well.
7. A Partnership Model That Benefits Everyone
When facilities partner with ICON Anesthesia, they’re not just filling anesthesia shifts; they’re investing in a proven retention strategy.
Our approach: We take full responsibility for creating the kind of work environment CRNAs want to be part of. That means less turnover, greater consistency, and better patient care for our partner facilities.
The Bottom Line
In 2025, retaining CRNAs isn’t optional; it’s essential. ICON Anesthesia takes that responsibility seriously, blending flexibility, transparency, respect, and growth opportunities into a provider experience that keeps top talent engaged.
If you’re ready for an anesthesia partner that not only staffs your ORs but also safeguards your provider team’s satisfaction, ICON Anesthesia is ready to deliver.
