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What Is RN Turnover Costing You?
Estimate your annual RN turnover exposure.
Estimated RN exits per year
0
Five-year replacement spend if turnover continues
$0
Five-year budget protected with modest turnover improvement
$0
This is preventable spend
An Australian study across three states estimated the cost of replacing one full time equivalent Registered Nurse at approximately $49,255.
Almost half the cost is direct, recruitment, temporary cover and vacancy gaps.
The other half is hidden in termination processes, onboarding, training and reduced productivity.
Although this research focused on hospital settings, the core cost drivers apply across healthcare, including aged care.
Recruitment | Backfill | Lost Productivity | Management Time | Onboarding
Control What
You Can Control
We cannot eliminate every pressure in healthcare.
We cannot remove sector wide staffing shortages.
We cannot prevent every instance of burnout.
But many drivers of turnover sit inside your organisation.
Unclear leadership accountability.
Inconsistent onboarding.
Reactive hiring decisions.
Lack of structured feedback.
These are controllable.
When leadership and structure improve, preventable turnover falls.
You may not control the market.
But you control how your organisation responds to it.
Over 20 Years Listening to Why Healthcare Professionals Leave
Why are you leaving?
We have heard the same patterns for more than two decades.
Lack of leadership support.
Inconsistent onboarding.
Reactive management.
Feeling unheard.
Most professionals do not tell their employer the full story.
They tell us.
Many exits are not sudden.
They build over time.
That is why The Human Edge Group exists.
Not to replace people once they leave.
But to help you act before they do.
We are not another agency.
We are workforce operators focused on reducing preventable turnover.
How We Work With You
1
Diagnose
We assess where turnover is being driven.
Turnover costs approximately
$49k per nurse.
We focus only on what is controllable.
We identify what is preventable and what is not.
2
Repair
We address the controllable drivers of turnover.
Clarify leadership expectations
Strengthen onboarding frameworks
Improve hiring discipline
Introduce structured feedback loops
We implement practical changes,
not theory.
3
Protect
We embed structure so stability lasts.
Clear ownership of workforce outcomes
Defined leadership accountability
Regular review cadence
Measured attrition tracking