Staff turnover isn’t just a frustrating HR issue, it’s one of the most expensive and destabilizing challenges in healthcare today. Some facilities see annual RN turnover rates exceeding 40%, costing hundreds of thousands of dollars in lost productivity, recruitment expenses, and patient care disruptions.
The good news? Zero avoidable turnover is an achievable goal. But it requires a new approach. Healthcare leaders who want to end the cycle of constant recruitment must rethink how they support, retain, and engage their workforce from day one.
Let’s explore what it really takes to break the turnover cycle, and build a team that stays.
Understanding the Turnover Trap
Turnover isn’t just about people leaving, it’s about why they’re leaving. Many healthcare professionals exit not because they’ve lost interest in their roles, but because their work environments don’t support long-term success.
Common root causes include:
- Burnout from chronic understaffing
- Lack of professional development or upward mobility
- Poor leadership and communication
- Rigid scheduling and limited work-life balance
- Low morale from constant turnover among peers
These factors often create a feedback loop: short staffing leads to burnout, burnout causes turnover, and turnover worsens short staffing. Breaking this loop means investing in proactive retention strategies, not just reactive hiring.
Want more context on the broader workforce issues driving this crisis? Read our guide on
Addressing the Healthcare Staffing Crisis: Strategies for Success
4 Key Strategies to Drive Down Turnover
1. Make Fit a Priority from the Start
Hiring professionals who align with your culture, values, and workflows is one of the strongest predictors of retention. Too many staffing decisions are made under pressure, prioritizing speed over fit.
Solution: Use a trial-to-hire staffing model, where contract employees can work in your facility before committing full-time. At Treva, we offer this model with no conversion fees, so your team can ensure the right match before making it official.
2. Focus on Manager Development
A clinician’s relationship with their direct supervisor is one of the biggest influences on job satisfaction. Yet many nurse managers or department leads receive little leadership training.
Solution: Invest in coaching and communication tools for people managers. Equip them to provide feedback, resolve conflict, and create a team culture that employees want to stay part of.
3. Build Retention into Scheduling
Staff want flexibility and predictability. Unpredictable schedules or excessive overtime are major turnover drivers — especially for experienced professionals with families or competing responsibilities.
Solution: Use scheduling tools and data to offer advance notice, accommodate preferences when possible, and avoid overloading the same staff members repeatedly.
4. Offer Career Development Opportunities
Clinicians want to grow. When employees don’t see a path forward, they’ll look elsewhere. Facilities that invest in development retain more staff and build stronger internal pipelines.
Solution: Provide access to CEUs, specialty certifications, cross-training, and mentorship programs. Even small professional development investments show your staff that you’re committed to their future.
What Happens When You Reduce Turnover?
Facilities that succeed in reducing turnover often experience a chain reaction of positive outcomes:
- More experienced and cohesive care teams
- Lower recruitment and onboarding costs
- Higher staff engagement and morale
- Improved patient safety and satisfaction
- Better operational stability and revenue performance
In other words, reducing turnover improves nearly every KPI that matters.
Treva Helps You Build a Team That Stays
At Treva Workforce, we’ve helped countless facilities stabilize their teams with flexible staffing models, faster placements, and long-term strategy. Our trial-to-hire process, pre-vetted clinicians, and personalized support help reduce turnover, not just fill shifts.
Ready to stop cycling through talent and start building a lasting workforce?
Learn more about our Healthcare Staffing Solutions
Let’s Solve Staffing Together
Turnover doesn’t have to be your status quo. With the right approach and the right partner, you can reduce churn, improve care, and create a stronger, more sustainable workplace.
