Leading Exit Factors in Healthcare

Healthcare Turnover

Are you facing high turnover and trying to determine the root causes of why people are leaving? If so, you’re certainly not alone. 2016 healthcare turnover ended at 16.2% according to NSI Nursing Solutions’ 2017 National Health Care Retention & RN Staffing Report. Healthcare organizations like yours are turning to People Element to help determine why people are leaving and what they can do about it. People Element administers confidential surveys to individuals who have left their job to help organizations identify and understand the reasons why their employees are leaving, then helps distill the answers given down into actionable insights that actually mean something to you.

One of the questions we ask in all of our exit surveys is the exit factors question. This question asks a respondent to rate the impact various factors had on their decision to leave their job on a scale ranging from “No Impact” to “Main Reason for Leaving.” The various factors include items such as pay, immediate supervisor, leadership, growth opportunities, schedule, workload, etc. When looking at over 25,000 exit surveys administered by People Element, we have seen two factors consistently rated the highest: workload and immediate supervisor.

People Element goes further than just telling you the top exit factors. We want you to know the key drivers of those exit factors. What are key drivers? These are the items on the survey that have the highest impact on the exit factors. Statistically speaking, they are the items most correlated. Correlation is a statistical measure that indicates the extent to which variables fluctuate together.

Across our healthcare clients, the key drivers we see for the workload exit factor most often are:

  1. The amount of work I was expected to do was realistic
  2. There was sufficient staff in my department to handle the workload
  3. I had the resources and equipment I needed to be successful at my job
  4. My workload allowed me to handle my work and home life.

For the immediate supervisor, the key drivers that we see the most often are:

  1. My immediate supervisor effectively handled employee issues and concerns
  2. I trusted my immediate supervisor
  3. My immediate supervisor treated employees with respect
  4. My immediate supervisor clearly communicated expectations for my performance

Are you interested in knowing the key drivers of turnover in your organization? People Element can help! We will begin by administering confidential surveys to your exiting employees. Our Organizational Development Business Partners will then consolidate the results, help determine the root causes of turnover in your organization, and assist you in creating a formal plan to act on those results to help reduce turnover in your organization.

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