Healthcare Employee Retention

QuickStart pilot engagement to predict employee flight risk

To maintain sustainable teams, healthcare organizations seek to establish low turnover rates and highly engaged employees. Understanding when an employee is at risk to resign from their position could be crucial in HR management, financial planning, and workforce analytics.


Employee turnover rates, when applied to departments such as nursing, refer to the proportion of nurses who have left a hospital during a given time period. These can be used as a possible indicator of dissatisfaction, better offers available at other hospitals, more successful marketing efforts, or reasons having to do with the employment life cycle.

Healthcare Employee Retention.pngWith BlueGranite's solution offering, we can help you predict which employees are likely to resign given historical information from previous team members and their respective departments. This will give you and your organization a more targeted approach to raising employee retention and lowering your recruitment and training costs.

ABOUT Employee Retention

  • Answers the question: Which of my healthcare employees are likely to leave?
  • Based on the history of employees that have left, this prediction uses other inputs such as % of PTO used, commute miles by location, job title, or department.
  • Healthcare HR teams can use these analytics to inform their Business Partners of employee flight risk, identify areas for improvement, and ultimately increase  retention.

Solution SUMMARY

  • 2- to 4-week QuickStart pilot engagement using client's data and Azure environment
  • Includes predictive model and reporting for identifying employee flight risk that is specific to the client's data

  • This engagement includes Microsoft-based solutions for data exploration, machine learning, and results delivery using Azure and Power BI

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Want to learn more about lowering employee flight risk?

Improved-Employee-Satisfaction

Improved Employee Satisfaction


Improve your employees' satisfaction with the understanding of which employees are the most likely to turn over. With that information available, you will be able to better address your at-risk employees’ needs and make incremental changes to increase their overall satisfaction.

Cost-Reduction

Cost Reduction


According to the 2016 Human Capital Benchmarking Report by the Society for Human Resource Management, the average cost-per-hire is $4,129, while the average time it takes to fill a given position is 42 days. Having insight into your employees’ behavior will likely reduce turnover, dropping the number of new employees being onboarded, thereby reducing costs to do so.
Targeted-Retention-Plan

Targeted Retention Plan


"It is estimated that every percentage point increase in nurse turnover costs an average hospital about $300,000 annually." - Becker's Hospital Review

With turnover cost at an all-time high, it is essential to create a targeted retention plan and engage with employees. By understanding and targeting employees that are at risk of leaving your organization, you can develop a retention plan specific to their needs, and in turn lower flight risk.