Nursing & Workforce Excellence
Recruitment is the expensive answer to a retention problem. We work on the conditions nurses actually leave over — scheduling, span of control, workload, first-year support and the quality of the manager — and on the staffing model that makes those conditions possible.
Turnover is a symptom, and it is priced in dollars
average cost of a single RN departure. The average hospital loses $5.19M a year to RN turnover
Industry figure, not an Adelo Consulting result. Source: 2026 NSI National Health Care Retention & RN Staffing Report (527 hospitals, 262,405 RNs).
The published cost of a single RN departure now runs above $60,000, and the average hospital carries a seven-figure annual turnover bill. Yet most retention programs are still built around engagement surveys and referral bonuses.
Nurses leave managers, schedules and workload. Our work targets those three directly — and pairs them with a staffing model that does not depend on premium labor to survive a Tuesday.
Keep the nurses you have.
Capabilities in nursing & workforce.
Retention strategy and turnover analytics
Turnover segmented by unit, tenure, shift and manager — so the intervention matches the actual driver rather than the average.
Staffing and scheduling model design
Acuity-based staffing, core schedule design, self-scheduling governance, float pool and internal resource pool architecture.
Contingent labor reduction
Structured agency exit planning, internal agency design, premium pay governance and the transition sequence that avoids a coverage cliff.
Nurse manager development
Span of control, manager selection, onboarding and the operating skills first-time managers are usually never taught.
New graduate and first-year experience
Residency program design, preceptor development and the first-year support that determines two-year retention.
Professional practice and Magnet readiness
Shared governance, professional practice model, clinical ladder, and Magnet or Pathway journey support.
Outcomes we scope engagements against.
These are the results we design toward and measure. We commit to targets in writing at the start of an engagement, and we report against them honestly — including when we miss.
We do not publish client results we cannot substantiate or attribute. Targets on this page describe engagement design, not guaranteed outcomes.
- First-year and total RN turnover reduced
- Agency and premium labor dependence structurally lowered
- Manager span of control brought into a workable range
- Vacancy and time-to-fill improved without lowering the bar
- A staffing model that holds through census swings
Three ways to start.
Diagnostic2–4 weeks
A focused assessment with a written finding and a ranked set of actions. Fixed fee, defined scope. Most relationships start here because it is a low-risk way to find out whether we are useful.
Sprint8–16 weeks
A defined improvement engagement against a named target — throughput, denials, turnover, survey readiness. We work alongside your team rather than around them, and we transfer the method as we go.
Embedded6–18 months
Interim leadership or sustained transformation support. Our leader carries real accountability in your operating structure, with a written mandate and measurable commitments.
Frequently engaged by
Engagements rarely stay in one service line.
Talk to us about nursing & workforce.
Start with a short diagnostic. Fixed fee, a written finding, and a ranked set of actions you own whether or not you work with us again.