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Turnover and the Bottomline

According to the most widely cited dataset in U.S. hospital workforce research, results from a survey including approximately 450 hospitals across 37 states indicated that healthcare organizations potentially lose: ~$61,110 on average per Registered Nurse lost ~$289,000 per 1% turnover change Source NSI Nursing Solutions Report: 2025 National Health Care Retention & RN Staffing Report ( https://www.nsinursingsolutions.com/documents/library/nsi_national_health_care_retention

actionpotentialcon

1 day ago1 min read

Minimize Costs of Change

Turnover costs are often more detrimental than organization estimate. Turnover cost fall into two main categories: Direct Costs Recruiting & job advertising Recruiter time or agency fees Background checks & assessments Interview time (hiring managers + HR) Signing bonuses Onboarding & training costs Indirect Costs (Often Larger) Lost productivity during vacancy Reduced team productivity Knowledge drain Customer service disruption Lower morale Mistakes from new hires lear

actionpotentialcon

Feb 221 min read