The Role of Employee Experience in Reducing Staff Turnover in Healthcare

Turnover among healthcare staff poses one of the most persistent risks to cost, continuity of care, and patient satisfaction. While many organizations focus on recruitment, a growing body of research shows that optimizing the employee experience can significantly improve employee retention, reduce healthcare turnover, and enhance the patient experience.

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The scale of the challenge

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Turnover in healthcare remains high: hospitals reported an average turnover rate of 20.7% in 2024.  At the same time, one survey found that organizations in the top quartile of “employee well-being” had turnover rates of only 12%, versus 17% in the lower scoring group.  That gap illustrates how investment in the employee experience isn’t optional—it’s financially and operationally imperative.

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Why employee experience matters

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When employees feel valued, trusted, and connected, they’re more likely to stay. A major study of 2.3 million U.S. healthcare workers found that engagement, trust in leadership and team dynamics were major influencers of intent to stay. Additionally, research links staff engagement and voice to the patient experience—meaning turnover affects not only internal culture but how care is delivered and perceived.

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How feedback drives retention

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Meaningful employee feedback is a foundational component of a strong employee-experience strategy. Staff need more than occasional surveys—they need transparent, ongoing feedback channels, visible responses, and interpretive action. According to one article, “Employee feedback is a powerful tool that can help health care organizations boost their performance and prevent burnout.” Here’s how feedback contributes to retention:

• Recognition and voice: When staff see their feedback translated into action, they feel heard and valued—which directly influences their willingness to stay.
• Identifying root causes of turnover: Feedback can uncover stressors such as workflow inefficiencies, shift burdens, or lack of development. Addressing these reduces turnover risk.
• Linking to patient experience: A stable and engaged workforce promotes consistency in care, which supports better patient outcomes and fewer disruptions in care continuity.

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Practical steps for healthcare practices

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1. Establish regular feedback mechanisms – Use pulse surveys, suggestion boxes, team forums, and ensure questions include items about experience, support and development.
2. Close the loop – Share results openly: what you heard, what you’ll act on, and follow-through on changes. Transparency builds trust.
3. Connect engagement to workflow – Ensure improvements are visible: staffing changes, process tweaks, recognition programs. Feedback shouldn’t vanish into a black hole.
4. Monitor turnover analytics – Track which teams or departments show higher exit intent or turnover and use feedback to intervene early.
5. Embed culture of retention – Make employee experience part of your strategic metrics, linking it to patient-experience KPIs and operational stability.

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The broader impact

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Reduced turnover doesn’t just save recruiting expenses—it enhances care quality, strengthens patient relationships, and supports continuity. A workforce that stays, grows, and contributes to innovation builds resilience for the practice, shapes a positive culture, and delivers a stronger patient journey.

How Swell can help:

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At Swell, we partner with healthcare practices to build integrated systems for employee feedback, employee engagement, and retention analytics—tied to patient-experience outcomes. We provide the tools and insights to capture voice, act on signals, and create the environment where engaged staff translate into better patient outcomes. Let us help you reduce turnover, enhance experience, and anchor your workforce’s contributions.

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