# 8 Steps to Improve Employee Retention in Healthcare

The global healthcare system as we know it has shifted: COVID-19 demanded elongated shifts and overtime, overburdened hospitals struggled with outdated core technological processes, and nearly half of the world’s ten million physicians [reported](https://www.wma.net/news-post/wma-leader-warns-of-global-physician-burnout/) symptoms of burnout. In the aftermath of a national pandemic, today’s healthcare workers simply don’t have time to read emails on a break room desktop or corporate intranet.

## The cost of turnover

The toll these conditions take on healthcare providers is substantial. For nurses alone, turnover in US hospitals stood at 17.8 percent as of 2019, according to [Nursing Solutions Inc.](https://www.nsinursingsolutions.com/Documents/Library/NSI_National_Health_Care_Retention_Report.pdf) For that near 20 percent, “The average cost of turnover for a bedside RN is $44,400 and ranges from $33,300 to $56,000 resulting in the average hospital losing $3.6m–$6.1m. Each percent change in RN turnover will cost/save the average hospital an additional $306,400/yr.”

infographic employee turnover cost

This cost of turnover can have a profound impact on diminishing hospital margins and steps must be taken to improve—namely with internal communications. In doing so, a hospital can grow a healthy internal culture that reduces turnover in which staffers are excited to come to work.

## What can you do?

Check out our [latest playbook](https://insights.staffbase.com/healthcare-playbook). In it, we take a deep dive into the strategies of three Staffbase customers in healthcare who successfully combated high turnover rates, outdated technology, highly dispersed workforces, and more.

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