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ENGAGEMENT IQ

Jackson Healthcare

Sees the Whole Picture Behind Employee Turnover

Combining data from traditional exit interviews with data from peer exit surveys, Jackson Healthcare understands and acts on gaps.

7%

DECREASE IN TURNOVER YEAR-OVER-YEAR

33%

BELOW THE INDUSTRY AVERAGE TURNOVER RATE

Four

ADDITIONAL SOURCES OF FEEDBACK TO ASSESS TURNOVER

Jackson-Healthcare-Mike-Hiffa.png

“If two or three years ago someone would’ve said, ‘Why don’t you ask the peer group why a person is leaving?’ I would’ve said, ‘Are you out of your mind?! Why would I do that?’ And now, it’s like, why wouldn’t you do that?”

Mike Hiffa
Executive Vice President of Human Resources

The Company

Jackson Healthcare is built on a simple idea—have the very best corporate culture, and you will attract the very best talent. This philosophy has worked exceptionally well for the healthcare staffing and technology company, garnering numerous awards including Atlanta Business Chronicle’s Best Place to Work and Healthiest Large Company. Responsible for more than seven million patients in over 1,300 healthcare facilities, Jackson invests heavily in employee education and development.

Size: 501-1,000

Industry: Healthcare

Solution: Exits

The Challenges

Because of Jackson’s commitment to employee development, measuring and understanding turnover was a top priority. Jackson needed to understand why employees were leaving and how to retain current employees. The company was also missing a critical piece of the puzzle: What were other employees’ thoughts and feelings when a peer left?

The Solution

Comprehensive exit data, including exit interviews and peer surveys, and resulting reports:

  • Gave insight into aggregate company turnover
  • Allowed peer communication and feedback
  • Consolidated all exit data into one place
  • Identified areas of retention opportunity