Hidden Costs Part 2 of 6: Staff Turnover in Long Term Care Facilities

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Staff turnover is more than just an HR headache—it’s a hidden cost that can have profound impacts on your facility’s operations, care quality, and bottom line. High turnover rates disrupt continuity of care, lead to increased recruitment and training expenses, and can diminish staff morale. In a long term care setting, where residents rely on familiar faces and consistent care, the true cost of turnover extends beyond the financials, affecting the well-being of both staff and residents.

Disruption of Continuity of Care

One of the most significant impacts of high turnover is the disruption to continuity of care. Residents build relationships with caregivers, and frequent staff changes can lead to increased anxiety and a decline in care quality. Studies have shown that high turnover rates are associated with lower patient satisfaction and poorer health outcomes, as new staff may not be as familiar with residents’ specific needs and preferences (source: The Gerontologist).

Increased Recruitment and Training Costs

The financial cost of turnover is substantial. Each time a staff member leaves, your facility must invest time and resources into recruiting and training their replacement. According to the 2024 NSI National Health Care Retention & RN Staffing Report, the average cost of turnover for a bedside RN is approximately $56,300. These expenses include advertising, interviewing, onboarding, and the productivity loss during the training period (NSI Nursing Solutions).

Decreased Staff Morale and Productivity

High turnover rates can have a ripple effect on the remaining staff. When employees see their colleagues frequently leaving, it can lead to decreased morale and a sense of instability. This, in turn, impacts productivity, as remaining staff may become overburdened with additional responsibilities or experience burnout. Furthermore, the constant cycle of training new hires detracts from time that could be spent on direct patient care (source: Journal of Nursing Administration).

Impact on Facility Reputation

In the long-term care industry, reputation is everything. High staff turnover can damage your facility’s reputation, making it harder to attract both new employees and residents. Potential employees may perceive a high turnover rate as a red flag, leading to difficulties in recruiting qualified staff. Similarly, families seeking care for their loved ones may choose other facilities if they feel that your staff is constantly changing, which can result in lost revenue and occupancy rates (source: Harvard Business Review).

Strategies to Reduce Staff Turnover

To mitigate the hidden costs of staff turnover, it’s crucial to focus on staff satisfaction and retention. Here are some strategies that have proven effective:

  • Streamline workflows, reduce administrative burdens, and optimize staffing schedules. This allows staff to spend more time with residents. With AI-powered task management and automated reminders, caregivers can focus on building consistent relationships with residents, reducing the impact of turnover on care quality. By offering tools that enhance care coordination and documentation, you ensure that new staff members have immediate access to vital information, helping to maintain continuity of care even during transitions.

  • Incorporate onboarding tools that streamline the training process, reducing the time and cost associated with new hires. By simplifying compliance training and automating repetitive tasks, your staff can get up to speed faster, which lowers the direct cost of onboarding and limits productivity losses. With AI-enhanced technology, even new employees can quickly familiarize themselves with residents' care plans and facility protocols, reducing the lag time associated with hiring and training new staff.

  • Enhance real-time communication by providing tools that streamline team coordination, ensuring that critical information is always accessible and clear. By reducing communication gaps and simplifying how staff interact, your facility can focus on improving care delivery and maintaining a more engaged workforce. This creates a more cohesive environment where teams feel connected, reducing stress and improving retention.

Reducing staff turnover is crucial not only for maintaining high-quality care but also for controlling costs. With solutions by DOVAXIS, long term care facilities can mitigate the hidden costs of turnover by improving staff retention, streamlining workflows, and enhancing communication—all while focusing on providing better care for residents.


Ready to see how DOVAXIS can help you reduce staff turnover and improve care? Get started today by exploring our free BrightSource AI Solution or schedule a demo to learn more!

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Hidden Costs Part 3 of 6: Citations in Long Term Care Facilities

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Hidden Costs Part 1 of 6: Time Lost in Long-Term Care Facilities