When you are responsible for nurses, the scariest resignations are the ones you don’t see coming.
Turnover is not just an HR issue. It affects staffing costs, replacement costs, agency reliance, operational performance, and leadership capacity.
The cost of turnover
A vacancy is rarely just a vacancy.
When clinical staff leave, organizations absorb more than a vacancy. They face recruiting costs, replacement costs, training time, agency reliance, and lost operational continuity.
The initial departure
As of 2026, the national turnover rate sits at 17.6%.
The cost of attrition
A loss of $60,090 for every single bedside RN departure.
The time gap problem
~3 months filled with agency shifts and strain on your staff.
The final
loss
The avg. annual
loss per hospital from
RN turnover is
$5.1M–$8.5M.
The costs that don’t show up on the P&L.
We know the financial costs of recruiting, onboarding, agency and travel labor, overtime, and lost productivity, but there are other, non-financial related costs that sometimes go unnoticed.
Patient outcomes
Research links clinician turnover to care quality changes.
Loss of knowledge
A decline in institutional expertise and clinical mentorship.
Increased fatigue
The remaining staff face a state of moral injury.
Drained leadership
Leadership capacity is diverted to operational fire-fighting.
Declined culture
The erosion of culture, engagement, and employer brand.
The earlier you see it, the cheaper it is to address.
Kavari Health helps leadership understand not only where workforce risk exists, but what it may cost and where intervention may create the greatest return.
Early visibility matters
The earlier you see it, the lower the cost is for
your organization.
Kavari Health helps leadership understand not only where workforce risk exists, but what it may cost and where intervention may create the greatest return.