Employee Turnover in Healthcare: Brookdale Senior Living Turnover Rate

Brookdale Senior Living Turnover Rate
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Brookdale Senior Living Turnover Rate
Brookdale Senior Living had certain difficulties due to this, the most obvious of which was increasing turnover in our three major leadership roles (Bowers, 2016). Brookdale is still looking for methods to relieve community leaders' administrative burdens. The organization is working to improve its hiring, onboarding, training procedures, and the administrative tools it provides (Bowers, 2016). Burnout is a factor in primary care clinician turnover, but not in staff turnover. Although minimizing clinician burnout may help reduce turnover rates, healthcare organizations and legislators concerned about primary care workforce turnover need to understand the multifaceted reasons of turnover to establish successful clinician and staff retention measures.
Goals of the Study
The study’s goal is to interchange activity with at least two persons, both tangible and intangible, and more or less rewarding or costly. The cost-to-benefit evaluation of interactions is the subject of the theory. Nursing assistant turnover rates in the United States had already reached a significant high of 400 percent (Bryant, 2018). The study suggested that many direct care workers leave their jobs in long-term care institutions of their own volition. Residents suffer physical and emotional harm due to pauses in care, untrained temporary workers, and a lack of commitment on the part of care staff (Bryant, 2018). Almost 60% of long-term care institutions with staffing shortages have the greatest number of patient care deficiencies (Bryant, 2018).
In 2017 and 2018, the median turnover rate among nursing staff was 94 percent, based on data from nearly all nursing homes in the United States. More concerning, typical turnover rates for registered nurses were 140.7 percent, certified nursing aides were 129.1 percent, and licensed practical nurses were 114.1 percent (Marselas, 2021). The researchers weighed the number of direct care nurses offered to residents. They discovered large swings in turnover based on state or quality indices, such as rating systems, overall staffing numbers, and health regulations, using employee-level Payroll-Based Journal data (Marselas, 2021).
Evaluation Methodology
According to studies, Long Term Care personnel continue to work in this field because they value and value their employees. Employee retention improves when workers are considered vital and valuable, unsurprising. The ecological and social exchange theories provide foundational knowledge of high turnover and its probable implications. The theories give more insight into the impact of high CNA turnover rates on CNA-patient relationships and offer the effects on a patient's quality of life and treatment received (Bryant, 2017). People and their environment are inextricably linked under the ecological perspective. To explain why there is such a high staff turnover rate among CNAs (Bryant, 2017). Interpersonal exchanges lead to individuals figuratively identifying with one another, that is, according to the social exchange theory.
Literature Review
Long-term care pr...