Case study · Senior Care
Solving a 60% turnover crisis
High staff turnover was leading to reliance on expensive agency staffing, crushing margins and quality of care.
Retention-focused engagement over 6 months
30–50%
Turnover Reduction Target
Reduced
Agency Staffing Costs
Measurable
Quality Improvement
0mo
Time to Results
Act 1
The challenge
High staff turnover was leading to reliance on expensive agency staffing, crushing margins and quality of care.
- Annual staff turnover rate exceeding 60%
- Agency staffing costs over $200K annually
- Inconsistent care quality affecting resident satisfaction
- Exhausted management team constantly firefighting
- New hires leaving within 90 days of onboarding
Act 2
Our approach
We redesigned the onboarding experience, adjusted compensation models to reward tenure, and installed a new shift-scheduling app.
- Implemented structured 90-day onboarding program with mentorship
- Created tenure-based compensation tiers with clear advancement paths
- Deployed mobile-first shift scheduling with staff preference integration
- Established peer recognition program tied to performance metrics
- Standardized training protocols across all departments
Act 3
The outcome
Retention-focused engagement over 6 months
30–50%
Turnover Reduction Target
Reduced
Agency Staffing Costs
Measurable
Quality Improvement
0mo
Time to Results
More work
Related engagements
Ready for similar results?
Start with the audit. We'll map your operating surface, find the gaps, and tell you what we'd own next.
Partner
Rippling Certified
Google reviews
5.0 ★ · 6 reviews
Licensed
LNHA · MA · NH · NC
Insured
E&O coverage
Based in
Ludlow, MA