CNA Turnover Case Study

In healthcare there are many direct and indirect costs that relate to CNA turnover. Some direct cost examples associated with CNA turnover are training new employees, overtime costs of short staffed employees, and the possible need for temps. Indirect costs are more likely to affect the quality of care, decrease in productivity, and a damaged employee culture. The cost of turnover, whether direct or indirect, negatively effects the overall experience and profitability of the community. One reason why CNA’s leave their job is that they feel like they have improper training, and most of the time they are short staffed which compounds the problem of poor training. As an LTC manager I would make sure that the time spent in training is set in stone