Organization
Regional healthcare provider with 500+ nursing staff across multiple facilities
Challenge
High turnover rate among nurses within their first year of employment
Timeframe
9-month implementation and analysis period
Initial Situation.
The healthcare provider was experiencing concerning turnover rates among newly hired nurses, particularly those in their first year. Traditional exit interviews weren't providing enough actionable insights, and leadership struggled to identify the root causes of early departures.
38% of new nurses were leaving within their first year
Night shift positions had the highest turnover rate
Exit interviews provided limited actionable feedback
Retention Timeline
Implementation Process.
Survey Design
AI-powered question generation focused on identifying specific challenges faced by new nurses
Data Collection
Anonymous feedback gathered across all shifts with specialized attention to critical periods
Analysis
Pattern recognition and correlation analysis to identify key retention factors
Action Planning
Development of targeted interventions based on AI-generated insights
AI-Generated Insights.
Mentorship Gap
AI analysis revealed a strong correlation between mentor availability and job satisfaction, particularly during night shifts.
Shift-Specific Challenges
Night shift nurses had 40% less access to development resources and senior staff support.
Growth Opportunities
Limited visibility into career advancement paths was a key factor in early departures.
Key Issues Distribution
Detailed Findings.
Mentorship Patterns
Night shift nurses had 65% less face time with experienced staff
Informal mentorship was happening but wasn't being tracked or supported
Key knowledge transfer was happening during shift changes
Professional Development
Training sessions were primarily scheduled during day shifts
Career advancement discussions were inconsistent across shifts
Self-guided learning resources weren't easily accessible during night shifts
Support Systems
Critical decision support was less available during night shifts
Peer support networks were stronger in day shifts
Documentation of learning experiences varied by shift
Actions Implemented.
Structured Mentorship Program
Implemented dedicated mentorship coverage across all shifts, with special attention to night shift support.
24/7 Learning Resources
Created digital learning platform accessible to all shifts, with both self-paced and guided options.
Career Development Tracking
Introduced clear progression pathways with milestone tracking and regular check-ins.
Shift-Specific Support
Established dedicated support systems for each shift, ensuring equal access to resources.
Shift Satisfaction Levels
Outcomes.
First-year retention rate after 9 months
Night shift satisfaction with new support system
New nurses engaged in mentorship program
Stakeholder Impact.
"The insights we gained about our night shift challenges were eye-opening. We would never have identified these patterns without the AI analysis."
"Having data-backed insights made it much easier to get buy-in for our mentorship program investment."
"The timely feedback helped us address issues before they led to resignations."