Keeping employees can be a challenge. The percentage of employees that voluntarily leave your company is a business term known as turnover. A high turnover rate is negative for many reasons. Not only does it most likely mean that most of your employees are unhappy, but it’s costing you a ton of money in the process.

Hospitals are known for their high turnover rates, the national average was 16.9 percent in 2015. According to a study by the Academy of Medical-Surgical Nurses, nurses left clinical settings because of unfriendly workplaces, emotional distress related to patient care, and fatigue and exhaustion. The 2016 National Healthcare Retention & RN Staffing Reporte,the average cost of turnover a nurse ranges from $37,700 to $58,400. That’s a huge impact considering on a hospital’s profit margin, which can add up to $5.2 million to $8.1 million annually.

However, the McKay-Dee Hospital Center, located about twenty minutes from my home, was able to take action to decrease their turnover rate. To date, the hospital boasts a 1.7% staff turnover rate as compared to 19% just five years ago. How was this accomplished?

1.Environment.The hospital wanted its staff to feel inspired by the environment. Separate lounges, educational spaces on each floor, decentralized nursing stations with individual charging stations, a nurse communication system, and the latest in technology are offered. These perks help facilitate feelings of positivity as well as encourage and promote the sharing of resources. The hospital has used their culture as a competitive advantage in the marketplace. 

2. Value your employees. When workers feel they’re being treated well, they’re far more likely to be effective and empathetic, especially in the medical industry. Hospitals that value their employees have a direct correlation to the commitment, confidence, and engagement displayed by their employees. How you value your employees can be achieved a multitude of ways. For example creating incentives to stay engaged, improving internal communications, and offering financial security. Valuing your employees is worth investing in.

So here is my piece of advice to California Nursing Homes where high turnover rates and poor quality care resulted in a 38% increase in complaints between 2000 and 2002. Create a good environment and value your employees.