The Challenges You're Facing
Common problems that cost your facility time, money, and quality of care.
The average SNF experiences 50-75% annual turnover among CNAs and nursing staff. Each departure costs $3,500-$5,000 in recruiting, training, and lost productivity — and the remaining staff absorb the workload until burnout pushes them out too.
When positions go unfilled, facilities default to agency staffing at 2-3x the cost of direct hires. A single agency CNA can cost $45-$65/hour, and many facilities spend $500K-$1.5M annually on agency labor — money that could fund raises, benefits, and retention programs.
Mandatory overtime, unpredictable scheduling, and lack of career advancement create a toxic cycle. Burned-out staff provide lower quality care, which leads to more deficiencies, which leads to more stress, which leads to more turnover.
Constant staff churn means residents are cared for by unfamiliar faces. Agency staff don't know your residents, your routines, or your documentation systems. The result is more falls, more medication errors, and more survey deficiencies tied directly to staffing instability.
How We Help
Proven approaches tailored to the unique needs of snf staffing solutions.
We redesign your people strategy around what actually keeps healthcare workers: respect, predictability, growth, and fair pay.
- Stay interview programs to identify flight risks before they resign
- Tenure-based compensation models that reward loyalty
- Career ladder programs from CNA to LPN to RN
- Recognition and engagement systems that reinforce retention
We benchmark your pay against local competitors and restructure compensation to attract and retain top talent.
- Market-rate compensation analysis and adjustment roadmap
- Shift differential optimization for hard-to-fill schedules
- Benefits package redesign with healthcare worker priorities
- Sign-on bonus vs. retention bonus strategy alignment
The first 90 days determine whether a new hire stays or leaves. We build onboarding programs that set staff up for success.
- 90-day structured onboarding with mentorship pairing
- Competency-based training progression with clear milestones
- Weekly check-ins and feedback loops during probationary period
- Day-one readiness kits and welcome protocols
We eliminate the scheduling dysfunction that drives burnout and call-offs.
- Self-scheduling platforms with guardrails for coverage
- Predictive staffing models based on census and acuity
- Overtime reduction strategies that protect staff wellbeing
- Float pool development to reduce agency reliance
How It Works
A structured, proven process that delivers results.
Turnover Audit
We analyze your turnover data by department, shift, tenure, and role to identify exactly where and why people are leaving. This includes exit interview analysis and agency spend forensics.
Root Cause Analysis
Through stay interviews, anonymous surveys, and operational observation, we identify the specific drivers of turnover in your facility — not industry averages, but your actual pain points.
Strategy Design
We build a customized retention and recruitment strategy with prioritized initiatives, projected ROI, and a realistic implementation timeline that accounts for your budget and capacity.
Implementation & Change Management
We roll out changes in phases, starting with quick wins that build momentum. Each initiative includes training for managers, communication plans for staff, and clear success metrics.
Monitoring & Optimization
Monthly dashboards track turnover, retention, agency spend, and staff satisfaction. We refine the strategy based on real data and celebrate wins to sustain momentum.
Results You Can Expect
Real outcomes from facilities we've worked with.
SNF Staffing Solutions FAQs
Common questions about our snf staffing solutions services
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