Healthcare
Retention and Attrition Management for Healthcare
Who leaves, when, why — and which of them mattered.
What this looks like in healthcare
The parts of retention and attrition management that are specific to this sector, rather than general.
Attrition and Retention
Turnover in a hospital is a service-continuity problem.
What this coversHide
Attrition and Retention
Turnover in a hospital is a service-continuity problem.
What this coversHideFirst, understand what is actually happening:
- Who is leaving
- Which departments have higher attrition
- Why employees leave
- When employees typically leave
- Which managers have higher turnover
- Which roles are difficult to retain
- Whether compensation, workload, career growth or management are contributing
Then act on it:
- Attrition dashboards
- Exit analysis
- Stay interviews
- Retention plans
- Critical-employee identification
- Manager interventions
- Career-development actions
The general method — what retention and attrition management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee retention and attrition management page. What is above is the part that differs for healthcare.
Other HR topics for healthcare
HR Strategy and Workforce PlanningOrganisation DesignRecruitment and Talent AcquisitionOnboarding and ProbationEmployee AdministrationCompensation, Payroll and BenefitsPerformance ManagementLearning and DevelopmentCareer and Succession ManagementEmployee Engagement and ExperienceEmployee RelationsPolicies, Compliance and GovernanceExit and Alumni ManagementHR Technology and AutomationHR Analytics and Management ReportingHR Operations and Governance
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.