High nursing turnover rates within the skilled nursing facility (SNF) sector are a shared concern affecting the healthcare industry at large, with a particularly severe impact on the Midwestern region. This is due, largely, to a concentration of turnover-related factors in the region.
Based on in-depth research and state-specific analysis, Credenza's latest white paper brings clarity to the scope of the problem, identifies root drivers, and reveals how strategic shifts in hiring practices can break — and reverse — the turnover cycle, creating positive momentum for facilities, nursing teams, and patient care.
Here’s a look at the findings and what they may mean for facilities in the Midwest — and beyond.
How the SNF Staffing Crisis is Hitting the Midwest — and Why it Matters
Successful nursing staff retention efforts in SNFs begin with analyzing the root drivers of high turnover and then homing in on localized challenges to lay the groundwork for effective change. In this white paper you'll see some of the key factors at play in the Midwest and learn:
- Year-over-year trends in long-term care and SNF nursing turnover rates by state.
- Which states in the Midwest struggle with the most severe staffing churn — with half or more of all nursing staff leaving their positions within any given year — and the factors contributing to these separations.
- The single most pronounced organizational characteristic associated with high turnover.
- The hidden and indirect costs of noncompliant staffing and how they feed the cycle.
- The reasons behind the increasing enmeshment of staffing levels and profitability.
Nursing facilities in the Midwest face a number of region-specific challenges, but many of these challenges also exist in other parts of the country, though not as regionally pronounced. Rural SNFs in other regions, for example, can easily identify with the complications that exist in the many “nursing home deserts” dotting the Midwest.
Why does this matter? Because the struggles in the Midwest — and the solutions that come from them — could be the missing pieces that nursing facilities across the country have been looking for as they work through their own turnover cycles.
What Can You Do About It? Breaking the Cycle With A New Approach To Hiring
Digging into the SNF industry research in this white paper will give you crucial insights that can guide your response to turnover within your organization. The report's findings highlight the importance of understanding localized labor markets and regulatory compliance so you can more tightly tailor recruitment and retention efforts. You'll discover:
- The nurse turnover rate formula that will allow you to quantify your situation and track your retention efforts.
- The hiring approach that 64% of those surveyed said would result in cutting their hiring process costs by at least 20%.
- How to use upstream candidate matching to prevent early-tenure turnover, nursing staff disengagement, burnout, and mis-hires.
- How Credenza’s proprietary clinician matching technology can help you efficiently connect with the best-matched candidates for your team, whether you're looking for a nursing assistant or your next Director of Nursing.
Want the Full Report? Access Credenza’s White Paper Today
Building a more stable skilled nursing facility workforce requires re-thinking existing hiring practices and making deliberate, research-backed improvements. Download Credenza's report, Breaking the Cycle: SNF Staff Turnover in the Midwest to see how the turnover cycle can impact your facility — and how to break out of it with a new approach to hiring.