Staff Churn

A large private medical chain with over 500 locations in the UK employed approximately 2,500 clinicians. The practices faced challenges with staff retention, as unexpected departures disrupted operations, leading to appointment cancellations, reduced revenue, and higher recruitment costs.

Challenges:

  1. High Attrition Rates:

    • On average, 20% of clinicians left the practice annually, often without sufficient notice.

  2. Operational Disruptions:

    • Clinician departures caused disruptions to patient care and scheduling.

  3. Lack of Predictive Insights:

    • The practices lacked tools to anticipate which clinicians were likely to leave, limiting its ability to take proactive measures.

  4. Recruitment Costs:

    • Frequent staff turnover increased recruitment and training expenses.

Solution: Predictive Attrition Model

1.  Data Collection and Integration

  • HR Records: Employment duration, salary, promotions, and feedback scores.

  • Work Data: Appointment volume, number of patients seen, and hours worked.

  • Survey Data: Job satisfaction and engagement levels.

2. Model Development

  • Extracted and engineered key features for the predictive model.

  • Built a predictive model using supervised learning techniques.

  • Identified high-impact predictors.

3. Dashboard and Monitoring

  • Developed a dashboard.

  • Displayed attrition risk scores for each clinician and highlighted high-risk individuals.

  • Implemented a notification system to alert HR when a clinician’s attrition risk exceeded a defined threshold.

4. Retention Strategies

  • Engagement Programs: Addressed concerns from satisfaction surveys, such as flexible working hours or reduced weekend shifts.

  • Compensation Adjustments: Benchmarked salaries against competitors and offered raises to underpaid clinicians.

  • Compensation Adjustments: Introduced opportunities for career growth, including specialised training and certifications.

Results:

Improved Retention Rates:

  • Reduced annual clinician turnover by 20% within the first year.

Operational Stability:

  • Decreased disruptions to patient appointments and improved diary efficiency.

Cost Savings:

  • Reduced recruitment and training expenses by 8%.

Employee Satisfaction:

  • Employee engagement scores increased by 10% following the introduction of retention initiatives.