Reducing healthcare turnover: How behavioral analytics powers retention and growth

The cost of turnover in healthcare

Healthcare organizations face a growing challenge: an aging population, rising patient demand, and a wave of retirements are putting unprecedented pressure on staffing. Yet turnover remains stubbornly high and it’s more than a staffing headache. It disrupts patient care, erodes team morale, and costs hospitals millions. According to NSI Nursing Solutions, Inc., the average cost of turnover for a bedside RN is $61,110, resulting in the average hospital losing between $3.9m – $5.7m.

Why do so many leave? While burnout and leadership challenges clearly contribute, another factor stands out: limited professional growth and advancement opportunities. When employees feel stuck, they disengage and eventually walk away.

To solve this, healthcare organizations need more than quick fixes like wage increases. They need a smarter, science-based approach to hiring and development, one that ensures the right people are in the right roles and supported throughout their career journey.

Enter behavioral analytics: A science-based approach

This is where Infor Talent Science™ comes in. Using patented predictive analytics and behavioral science, it helps healthcare organizations select, coach, and grow talent effectively. Here’s how:

1. Select candidates most aligned for a role

Behavioral analytics goes beyond resumes and credentials. It reveals how people think, make decisions, and interact with others, critical factors for success in high-pressure healthcare environments. By understanding these behavioral traits, organizations can instantly predict which candidates are most likely to thrive and stay, reducing costly mis-hires and reliance on temporary staff.

2. Coach staff for long-term success

Hiring the right person is only the beginning. Behavioral insights empower managers to tailor coaching strategies to individual strengths and challenges. Instead of generic development plans, leaders can provide personalized guidance that resonates, helping employees feel supported and engaged throughout their career journey. We also know that most leaders have a lot on their plate already, and coaching becomes a luxury they cannot afford. When this is a reality, employees can access their own coaching material, uncover recommended future opportunities within the organization, and engage a supervisor/coach/mentor/colleague as best fits their development needs.

3. Grow talent and build future leaders

Behavioral analytics uncovers hidden potential within your workforce. With tools like Talent Mobility, employees gain clarity on their career potential, while recruiters and talent advisors can identify internal candidates for upskilling or leadership roles. This creates a culture of growth and advancement, which is key to retention.

Impact: Lower turnover, better care, stronger teams

Organizations using Talent Science see measurable results:

• Teams work better together: According to our data, hospitals using nursing-specific behavioral profiles experienced 21.4% higher HCAHPS Nurse Communication scores, showing stronger collaboration and patient interaction.*
  
• Patients receive better care: This data also showed that hospitals saw 14.9% higher Overall Hospital ratings and 17.9% higher Recommend Hospital scores, reflecting improved patient experience.*
  
• Organizations save millions: A leading pediatric health system reduced turnover by 27%, while a large faith-based healthcare system achieved 20% lower turnover for hires who were a strong behavioral fit.

Behavioral analytics don't solve every challenge, but they address a critical piece of the puzzle: helping healthcare organizations select, coach, and grow talent effectively. When employees see a future with your organization, they stay and everyone benefits.

Ready to learn more? Explore how Talent Science can help your organization build resilient teams and deliver exceptional patient care.

* This data was published in January 2023 and included 3,281 US hospitals.