Abstract
Stay interviews, a cost-effective tool, enable employers to identify and address potential issues, increasing employee satisfaction and reducing turnover rates. The average cost of turnover for one Registered Nurse, as per various data sources, ranges from [$46,100 to $ 61,100]. By implementing Stay Interviews, an increase in hospital savings can underscore the financial benefits of this strategy in the competitive landscape of employee engagement and retention.
A shared governance structure, alongside our commitment to true collaboration, addressed the organizations turnover issue. Nurses from the Healthy Work Environment and Staffing Committee and a diverse interprofessional team comprising of nursing leadership, clinical nurses, marketing, information systems, quality department, and human resources were instrumental in deciding how to implement Stay Interviews. The quality improvement Plan-Do-Check-Act (PDCA) cycle was used methodology to address the project. The team decided to rename the Stay Interviews "Care and Retention Rounds (CARR)." The interprofessional team's collaborative efforts led to the creation of structured questions and scripted guidance for leaders, a toolkit, an education and communication plan, and an electronic submission form to track and trend interviews.
Results/outcomes
Monthly CARR interview counts, and turnover rates are disseminated to the Nursing Leadership.
All Employee Turnover
2022=17.8,
2023=14.79
2024=7.18 (Jan-Jun)
RN turnover
2022=17.09
2023=14.74
2024=6.50 (Jan-Jun)
CARR takes place at a minimum of once a year for all employees. CARR provides dedicated time for leaders to identify ways to support and encourage employees in their current workplace and learn why employees stay so we can continue to "get it right." CARR allows leaders to help employees develop professionally and advocate for their career goals, while keeping employees engaged and encouraging them to recruit for Valley.
Notes
References: Finnegan, R. P. (2015). The stay interview: A managers guide to keep the best and the brightest. New York, NY American Management Association.
Owens, R., Burwell, P. M., Deese, S., & Petros, T. 2021, Graduating nursing student and practicing nurse perceptions on promoting recruitment, work satisfaction, and intent to stay: A qualitative study. Journal of Nursing Regulation (11)4.
Owens, R., Burwell, P. M., Deese, S., & Petros, T. 2021, Graduating nursing student and practicing nurse perceptions on promoting recruitment, work satisfaction, and intent to stay: A qualitative study. Journal of Nursing Regulation (11)4.
Robeano, Karen. 2017, “Stay interviews” to improve retention. Nursing Management 48(9). P. 7-8.
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
N/A
Research Approach
N/A
Keywords:
Workforce, Interprofessional initiatives, Acute care
Recommended Citation
Bodino, Josephine D.; Gruia, Jason; and Kearney, DeAnna, "Impact of Care and Retention Rounds on Turnover Rate" (2025). Creating Healthy Work Environments (CHWE). 36.
https://www.sigmarepository.org/chwe/2025/presentations_2025/36
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Phoenix, Arizona, USA
Conference Year
2025
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Impact of Care and Retention Rounds on Turnover Rate
Phoenix, Arizona, USA
Stay interviews, a cost-effective tool, enable employers to identify and address potential issues, increasing employee satisfaction and reducing turnover rates. The average cost of turnover for one Registered Nurse, as per various data sources, ranges from [$46,100 to $ 61,100]. By implementing Stay Interviews, an increase in hospital savings can underscore the financial benefits of this strategy in the competitive landscape of employee engagement and retention.
A shared governance structure, alongside our commitment to true collaboration, addressed the organizations turnover issue. Nurses from the Healthy Work Environment and Staffing Committee and a diverse interprofessional team comprising of nursing leadership, clinical nurses, marketing, information systems, quality department, and human resources were instrumental in deciding how to implement Stay Interviews. The quality improvement Plan-Do-Check-Act (PDCA) cycle was used methodology to address the project. The team decided to rename the Stay Interviews "Care and Retention Rounds (CARR)." The interprofessional team's collaborative efforts led to the creation of structured questions and scripted guidance for leaders, a toolkit, an education and communication plan, and an electronic submission form to track and trend interviews.
Results/outcomes
Monthly CARR interview counts, and turnover rates are disseminated to the Nursing Leadership.
All Employee Turnover
2022=17.8,
2023=14.79
2024=7.18 (Jan-Jun)
RN turnover
2022=17.09
2023=14.74
2024=6.50 (Jan-Jun)
CARR takes place at a minimum of once a year for all employees. CARR provides dedicated time for leaders to identify ways to support and encourage employees in their current workplace and learn why employees stay so we can continue to "get it right." CARR allows leaders to help employees develop professionally and advocate for their career goals, while keeping employees engaged and encouraging them to recruit for Valley.
Description
The learner objective with stay interviews and turnover:
1. Define stay interviews and their purpose
2. Recognize the benefits of stay interviews
4. Identify factors influencing turnover
5. Develop retention strategies based on stay interview insights