Finding Insights on Turnover in HR Data

Turnover is a major problem in healthcare, and the costs associated with re-hiring and training new staff can be in the tens of thousands of dollars per person, depending on the position. Turnover costs hospitals and hospital systems millions of dollars each year. Usually each hospital or group of hospitals has an idea what their turnover percentage is, but they may not be drilling into the data to find insights into why turnover is occurring.

We found some commonalities in the reasons for this lack of connecting the dots in regards to turnover. First, there are often multiple dashboards with conflicting information. This causes problems across an organization as managers are working from conflicting numbers. Second, the data is living in different places and this costs time and money as leaders have to go to multiple sources to get their information. Lastly is the lack of ability to tie the turnover back to specific departments and supervisors with certainty.

What we discovered is that many HR professionals in healthcare are looking to their HRIS systems to provide answers to their turnover problems. The problem is that these systems are not designed with that purpose in mind. They are a place to store data and access pieces of it when needed, but they are not designed to connect the dots between the different pieces in the system.

In a recent conversation with the Chief Human Resources Officer (CHRO) of a health system, I was struck by the way he took responsibility for the turnover issues he was facing in his facilities. Turnover is something personal for him - he looks at his 4,500 employees as his direct responsibility, and as such takes it upon himself to ensure that he is hiring and retaining a workforce that knows they are valued.

My CHRO friend is one of the first in his field to take the data in their HRIS system and work to do something creative with it. They have been piloting Juice’s new product, Blueprint, for the last 10 weeks and have begun to find a correlation between turnover and supervisors in their organization. He told us that he has never before had the ability to, in one place, find turnover per supervisor and per department in such an accessible manner.

Blueprint is built like a funnel: you choose a metric at the top level that summarizes some information across all of your staff allowing for an enterprise view of that metric. You are then able to follow a path as you drill down to an actionable list. For instance this CHRO was interested in understanding why a certain subset of his 4,500 staff members have remained there for longer than 10 years. He was able to turn a list of 4,500 staff into a list of 40. Previously he would have needed to go through two or three layers to get this data, and now he can find it in a matter of minutes. Now he has the information he needs to figure out what causes employee turnover in his organization and can take actionable steps to decrease turnover in the future.

As this organization works to get a handle on their turnover problem, Blueprint has proven to be an invaluable asset. It has allowed the organization to quickly and efficiently find the necessary data and take action on it. If you're interested in learning more about Blueprint, send us an email at or set up some time to talk-one-on-one.