The High Cost of Clinician Turnover in 2024

What You Should Know: 

– The healthcare industry is facing a growing crisis of clinician turnover, with burnout and EHR frustration driving many professionals to leave their organizations or even the healthcare field entirely. 

– A new report from the KLAS Arch Collaborative sheds light on this concerning trend, examining the factors contributing to clinician turnover and highlighting best practices for improving clinician satisfaction and retention.

Understanding the Scope of the Problem

The report identifies “at-risk” clinicians as those who express a likelihood of leaving their current organization within the next two years. Alarmingly, nearly half of all nurses and physicians surveyed in 2024 fell into this category. The actual turnover rate among these at-risk clinicians is significant, with 21% of nurses and 13% of physicians leaving their organizations.

The High Cost of Turnover

Clinician turnover carries a hefty price tag for healthcare organizations. The average cost of replacing a nurse is estimated at $56,300, while replacing a physician can range from $500,000 to $1,000,000. These costs underscore the financial burden of this growing crisis.

Drivers of Turnover

The report identifies several key factors contributing to clinician turnover:

• Burnout: High levels of stress, workload, and emotional exhaustion are pushing clinicians to seek new opportunities or leave healthcare altogether.
• EHR Frustration: Dissatisfaction with electronic health record (EHR) systems, including usability issues, lack of training, and inefficient workflows, contributes to clinician dissatisfaction.
• Misaligned Priorities: Clinicians often feel that organizational leaders prioritize financial goals over patient care and clinician well-being.

Strategies for Improvement

Despite these challenges, the report offers hope for improvement. Many clinicians who consider leaving are open to staying in healthcare if they find organizations that prioritize their needs and well-being. Key strategies for improving clinician retention include:

• Addressing Burnout: Implement programs and initiatives to reduce stress, improve work-life balance, and support clinician well-being.
• Enhancing EHR Experience: Provide comprehensive EHR training, increase IT support, and optimize EHR workflows to improve usability and efficiency.
• Improving Communication: Foster open communication and collaboration between clinicians and organizational leaders, ensuring that clinician voices are heard and valued.
• Prioritizing Patient Care: Align organizational goals with a focus on patient care and clinician satisfaction.

Best Practices from Successful Organizations

The report highlights best practices from organizations that have successfully reversed turnover trends. These include:

• Listening to Clinicians: Actively seek and implement feedback from clinicians to address their concerns and improve their work experience.
• Enhancing EHR Education: Provide comprehensive and ongoing EHR training to improve clinician confidence and efficiency.
• Improving IT Support: Offer timely and effective IT support to address EHR-related issues and minimize frustration.
• Balancing Workloads: Ensure that clinicians have manageable workloads and adequate support to prevent burnout.