Would you think that newly-hired nurses in their 40s are most likely to turnover in their first year?
This was a surprising result from a research study on nurse turnover variation conducted by the analytics team at Laudio, the developers of healthcare’s first Staff Relationship Management platform designed to solve staff burnout and turnover. Research questions included:
• Are millennials more likely to leave compared to older peers?
• Does hospital size or setting impact turnover rates?
• What’s the variation in turnover rates between clinical specialties?
• Is a nurse with longer tenure more likely to stay?
Download White Paper/Research Study: Is Your Nurse Turnover An Issue? in our knowledge center.
Unlike other studies that are based on survey results with self-reported aggregate turnover numbers from hospitals, Laudio worked with 12 hospitals across the U.S. directly and received data from their complete HR records, dating back 3-5 years each. Our data included information on 11,266 RNs and 1,486 CNAs. This process allowed Laudio to (1) apply a consistent definition of turnover across all, based on ANCC’s Magnet definition and (2) analyze data in unique and informative ways to identify patterns that have not been previously published.
“There is an ample amount of research on national nurse turnover at the organizational level,” said Laudio’s Chief Analytics Officer Tim Darling. “We took a deeper dive into the data to gain a better understanding of where the risk lies within facilities, units, and populations. It’s these research-based insights that, in addition to informing our own risk algorithm, will help hospital leaders develop more strategic plans to address the growing nurse turnover issue.”