The global shortage of nursing staff has drawn attention to the limited appeal of a career in nursing. Career planning and development for nurses highlights the importance of individual career interests but also the role of nurse managers in facilitating career opportunities.

To describe nurses’ and nurse managers’ perceptions of career planning and development in nursing. This knowledge is needed to support nurses and develop sustainable workforce strategies for nursing management.

A qualitative descriptive study was conducted using semistructured interviews and analysed through inductive content analysis. Data were collected in 2022 from 26 nurses and nurse managers at one central hospital and two healthcare centres in Finland. The semistructured interview guide was developed based on previous literature.

Based on our results, two main categories emerged. Firstly, career planning and development in nursing was defined as a goal-oriented professional strategy to which nurses have a professional right. This was seen as a means of expanding nurses’ competencies, enabling them to take on advanced roles, and strengthening their influence in care across all career paths from bedside nursing to leadership positions. Secondly, organisational support for nurses’ career planning and development was considered essential and should be multilayered and progressive. Key elements included career-oriented organisational values, a clear and achievable career model within the organisation itself and consistent daily support and follow-up mechanisms.

Career planning and development addresses nurses’ need for personal and professional development. Nurse managers can facilitate this by facilitating peer mentoring and a career-oriented work culture, expanding career opportunities beyond the unit level and developing career ladders as a part of sustainable workforce planning to improve nurses’ retention in the profession. Further evaluative and comparative research on this topic is needed.