Solving a 60% turnover crisis
Senior Living Community
Based on common industry challenges. Results vary by engagement.
Measured outcome snapshot
These are the metrics the case study can actually stand behind.
30–50%
Turnover Reduction Target
Reduced
Agency Staffing Costs
Measurable
Quality Improvement
6mo
Time to Results
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
Our Solution
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
How the engagement moved
A concise view of the work sequence so the result reads like a real implementation story, not a vague testimonial.
Challenge surfaced
High staff turnover was leading to reliance on expensive agency staffing, crushing margins and quality of care.
Operating fix designed
We redesigned the onboarding experience, adjusted compensation models to reward tenure, and installed a new shift-scheduling app.
Result realized
Retention-focused engagement over 6 months over 6 months.
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