RetentionWise - Churchstreeter and Crosse

Turn Workforce Data Into

Retention Strategy.

RetentionWise™ combines employee feedback with workforce data, so healthcare leaders can identify turnover risk earlier. Predictive analytics bring emerging patterns into focus and show where targeted action can create the greatest value.

The factors that help employees stay can differ across a healthcare organization. Examining the workforce by department, role, manager and tenure makes those differences easier to see. Stay and exit feedback adds the human perspective while ongoing benchmarking shows how internal trends compare.

Insight is most valuable when it leads to action. Working alongside healthcare leaders, our team helps determine what deserves attention first.

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Explore RetentionWise™ in Your Organization

See how RetentionWise™ brings employee experience, turnover risk and measurable ROI into clearer view across your organization. By connecting employee feedback and workforce data with operational priorities, it gives healthcare executives a more consistent foundation for decisions and greater visibility into the conditions that influence whether employees stay.

Each healthcare organization has its own workforce structure, goals and employee experience. Our approach is tailored to those realities, helping leaders focus on the priorities most relevant to their workforce.

This connected view helps leaders:

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See workforce differences: Compare experiences across roles, departments, shifts, managers and tenure.

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Identify emerging patterns: Bring changes in employee experience and retention risk into view earlier.

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Put insight into practice: Create focused action plans with clear ownership.

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Measure ongoing progress: Listen, follow through and track change over time.

Schedule a Free Demo

Connect with our team, and we will follow up to schedule your free demo.

What RetentionWise™ Provides

Explore the capabilities that help healthcare leaders recognize risk earlier and respond with focused action.

Early Risk Signals

Surface emerging patterns, so leaders can address retention risk before it becomes a resignation.

Stay and Exit Insights

Capture employee feedback at key touch points and understand what shapes the decision to stay or leave.

By-Department Visibility

See how workforce conditions differ across the organization instead of relying on one systemwide average.

Decision Support

Give leaders focused guidance based on the conditions affecting their teams.

Enterprise Reporting

Create a consistent view of retention risk, priorities and progress for decision-makers.

Healthcare Expertise

We pair lived healthcare experience with your organization’s data for more relevant insight.

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The ROI Case

Retention is a Measureable Advantage

Retention protects the investment required to recruit and onboard talent while supporting the continuity teams and patients depend on. RetentionWise™ connects workforce patterns to financial impact by helping leaders focus on where action can create the greatest value.

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$5.19 million: Average annual cost of RN turnover for one hospital.

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$500,000 or more: Potential cost to replace a departing physician.

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$60,090: Average cost of one staff RN turnover.

[1] Becker’s Hospital Review, “The Cost of Nurse Turnover in 10 Points | 2026,” April 22, 2026. Supports the $5.19 million annual hospital figure and the $60,090 staff RN figure.
[2] Becker’s ASC Review, “Physician Turnover Is Costing ASCs: 10 Things to Know,” August 12, 2026. Supports the physician-vacancy figure.
Figures are national estimates; actual organizational impact may vary.

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