[{"data":1,"prerenderedAt":826},["ShallowReactive",2],{"$AT5N6C5dAI":3},{"story":4,"region":825},["Reactive",5],{"name":6,"created_at":7,"published_at":8,"updated_at":9,"id":10,"uuid":11,"content":12,"slug":818,"full_slug":819,"sort_by_date":46,"position":820,"tag_list":821,"is_startpage":49,"parent_id":822,"meta_data":46,"group_id":823,"first_published_at":8,"release_id":46,"lang":53,"path":46,"alternates":824,"default_full_slug":46,"translated_slugs":46},"How to Use Shift Pulse to Predict Healthcare Turnover Risk","2026-06-01T01:57:48.221Z","2026-06-01T02:29:54.415Z","2026-06-01T02:29:54.434Z",182638461898950,"a776fb4a-2422-443a-b3b0-19e4e7d5cdb3",{"seo":13,"_uid":18,"AI_SEO":19,"author":20,"content":56,"headline":6,"component":729,"post_date":730,"thumbnail":731,"types_tag":740,"features_tag":766,"show_resource":55,"industries_tag":788,"related_articles":817},{"title":14,"plugin":15,"seoTitle":6,"seoKeywords":16,"seoTitleInput":6,"seoDescription":17},"SEO Metadata","deputy-seo-metadata","shift pulse employee turnover\nhealthcare employee turnover\npredict employee turnover\nemployee engagement pulse survey\npost-shift feedback\nhealthcare staff retention\nshift worker turnover\nreduce employee turnover healthcare\nworkforce analytics turnover\nemployee turnover prediction\nhealthcare operations manager scheduling\nshift pulse healthcare\nturnover risk prediction\nshift sentiment data\nnet happiness score","Shift pulse data can predict employee turnover in healthcare. Learn four sentiment patterns to track and a five-step workflow to retain your best staff.","1346f101-525a-4fe6-8d88-8360f68efa3e","",{"name":21,"created_at":22,"published_at":23,"updated_at":24,"id":25,"uuid":26,"content":27,"slug":44,"full_slug":45,"sort_by_date":46,"position":47,"tag_list":48,"is_startpage":49,"parent_id":50,"meta_data":46,"group_id":51,"first_published_at":52,"release_id":46,"lang":53,"path":46,"alternates":54,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Deputy Team","2020-05-15T04:58:13.875Z","2021-02-02T22:57:04.000Z","2021-02-02T04:30:43.760Z",11527696,"25fffc56-55d1-4f59-8b1e-617162a8927e",{"_uid":28,"name":21,"image":29,"component":42,"description":43},"a8a7137e-efc4-44fd-89e9-bcd4641aac65",{"_uid":30,"title":31,"plugin":32,"imageAlt":33,"minWidth":34,"imageName":35,"imageS3Key":36,"description":37,"mobileWidth":38,"desktopWidth":38,"assetSelector":19,"imagePublicUrl":39,"imageOriginalUrl":40,"sourceImageWidth":41,"sourceImageHeight":41},"213ad250-d5a8-4304-bb3c-193a76458e83","Deputy Images","deputy-images","Deputy team",188,"avatar-deputy-team.png","f/64010/2000x2000/636a91b857/avatar-deputy-team.png","A images plugin to ensure consistent, reliable image uploads with strict SEO metadata requirements","94","https://s3.amazonaws.com/a.storyblok.com/f/64010/2000x2000/636a91b857/avatar-deputy-team.png","//a.storyblok.com/f/64010/2000x2000/636a91b857/avatar-deputy-team.png",2000,"blog-author","Deputy’s content team works closely with business owners, managers, and their employees to create helpful articles about how to make their worklife easier.","deputy-team","_content_types/authors/deputy-team",null,-50,[],false,11461645,"416bfdf9-510c-4a02-a693-84f4847ef5b2","2020-06-22T07:51:34.947Z","default",[],true,[57,435,460],{"_uid":58,"content":59,"component":434},"c73ecad2-3fc7-4da6-9c85-cdc981be360d",{"type":60,"content":61},"doc",[62,70,76,122,124,131,187,188,192,207,226,233,242,255,260,279,283,288,299,312,317,330,334,339,345,356,369,374,379,390,395,400,413,418,423],{"type":63,"attrs":64,"content":66},"heading",{"level":65,"textAlign":46},1,[67],{"text":68,"type":69},"How Healthcare Operations Managers Can Use Shift Pulse to Predict Turnover Risk","text",{"type":63,"attrs":71,"content":73},{"level":72,"textAlign":46},2,[74],{"text":75,"type":69},"Key takeaways",{"type":77,"content":78},"bullet_list",[79,95,102,109],{"type":80,"content":81},"list_item",[82],{"type":83,"attrs":84,"content":85},"paragraph",{"textAlign":46},[86,88,93],{"text":87,"type":69},"Healthcare dominates the bottom of the US shift worker happiness scale, with ",{"text":89,"type":69,"marks":90},"seven of the ten ",[91],{"type":92},"bold",{"text":94,"type":69},"most unhappy sectors falling within the healthcare ecosystem.",{"type":80,"content":96},[97],{"type":83,"attrs":98,"content":99},{"textAlign":46},[100],{"text":101,"type":69},"Post-shift pulse surveys capture sentiment signals that annual engagement surveys miss, giving you a real-time early warning system for turnover risk.",{"type":80,"content":103},[104],{"type":83,"attrs":105,"content":106},{"textAlign":46},[107],{"text":108,"type":69},"Four specific patterns in your pulse data (declining team scores, stress spikes after certain shifts, dropping response rates, and individual divergence) can flag at-risk employees weeks before they resign.",{"type":80,"content":110},[111],{"type":83,"attrs":112,"content":113},{"textAlign":46},[114,116,120],{"text":115,"type":69},"A structured pulse-to-action workflow connects feedback data directly to scheduling decisions, helping you ",{"text":117,"type":69,"marks":118},"reduce turnover ",[119],{"type":92},{"text":121,"type":69},"and retain experienced staff.",{"type":123},"horizontal_rule",{"type":83,"attrs":125,"content":126},{"textAlign":46},[127],{"text":128,"type":69,"marks":129},"In this article:",[130],{"type":92},{"type":77,"content":132},[133,142,151,160,169,178],{"type":80,"content":134},[135],{"type":83,"attrs":136,"content":137},{"textAlign":46},[138],{"text":139,"type":69,"marks":140},"Why healthcare turnover keeps climbing (and why annual surveys can't catch it)",[141],{"type":92},{"type":80,"content":143},[144],{"type":83,"attrs":145,"content":146},{"textAlign":46},[147],{"text":148,"type":69,"marks":149},"How post-shift feedback works as an early warning system",[150],{"type":92},{"type":80,"content":152},[153],{"type":83,"attrs":154,"content":155},{"textAlign":46},[156],{"text":157,"type":69,"marks":158},"Four sentiment patterns that signal turnover risk in healthcare teams",[159],{"type":92},{"type":80,"content":161},[162],{"type":83,"attrs":163,"content":164},{"textAlign":46},[165],{"text":166,"type":69,"marks":167},"How to set up a pulse-to-action workflow for your healthcare team",[168],{"type":92},{"type":80,"content":170},[171],{"type":83,"attrs":172,"content":173},{"textAlign":46},[174],{"text":175,"type":69,"marks":176},"What the data says about healthcare sentiment right now",[177],{"type":92},{"type":80,"content":179},[180],{"type":83,"attrs":181,"content":182},{"textAlign":46},[183],{"text":184,"type":69,"marks":185},"FAQ",[186],{"type":92},{"type":123},{"type":63,"attrs":189,"content":190},{"level":72,"textAlign":46},[191],{"text":139,"type":69},{"type":83,"attrs":193,"content":194},{"textAlign":46},[195,197,205],{"text":196,"type":69},"If you manage operations in healthcare, you already know that keeping your team fully staffed is one of the hardest parts of the job. Amid persistent ",{"text":198,"type":69,"marks":199},"healthcare staff shortages",[200],{"type":201,"attrs":202},"link",{"href":203,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/blog/healthcare-staff-shortages-are-predicted-until-2026","url",{"text":206,"type":69},", what you might not know is exactly how unhappy healthcare shift workers are compared to every other industry in the US.",{"type":83,"attrs":208,"content":209},{"textAlign":46},[210,212,218,220,224],{"text":211,"type":69},"Deputy's ",{"text":213,"type":69,"marks":214},"2025 Shift Pulse Report",[215],{"type":201,"attrs":216},{"href":217,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/insights/shift-pulse-report-2025",{"text":219,"type":69},", based on over ",{"text":221,"type":69,"marks":222},"1.5 million post-shift survey responses",[223],{"type":92},{"text":225,"type":69},", found that healthcare dominates the bottom of the sentiment scale. Seven of the ten most unhappy sectors are in the healthcare ecosystem. Pharmacies top the list at 13.94% unhappy, followed by doctors' offices at 12.04% and hospitals at 8.56%. These numbers represent the share of workers selecting \"Stressed\" or \"Frustrated\" at the end of their shifts.",{"type":227,"attrs":228},"image",{"id":46,"alt":229,"src":230,"title":231,"source":46,"copyright":46,"meta_data":232},"Healthcare workers reviewing patient data on a tablet in a clinical setting","//a.storyblok.com/f/64010/0x0/6daecf7f3e/image-2.jpg","Healthcare team reviewing shift data",{},{"type":83,"attrs":234,"content":235},{"textAlign":46},[236,238,240],{"text":237,"type":69}," ",{"type":239},"hard_break",{"text":241,"type":69},"Nationally, positive sentiment among US shift workers fell from 80% in 2024 to 78.48% in 2025. The Net Happiness Score (the gap between happy and unhappy workers) dropped from 73% to 71.86%. Healthcare sits well below both benchmarks.",{"type":83,"attrs":243,"content":244},{"textAlign":46},[245,247,253],{"text":246,"type":69},"With US healthcare worker burnout estimated at ",{"text":248,"type":69,"marks":249},"35.4%",[250],{"type":201,"attrs":251},{"href":252,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://nap.nationalacademies.org/catalog/26744/national-plan-for-health-workforce-well-being",{"text":254,"type":69}," by the National Academies, these numbers carry real consequences for patient care and operational continuity.",{"type":83,"attrs":256,"content":257},{"textAlign":46},[258],{"text":259,"type":69},"Here's the problem with the tools most healthcare operations managers rely on: annual or quarterly engagement surveys can't catch these signals. By the time you see disengagement in an annual review, or hear about it in an exit interview, the employee made their decision weeks (sometimes months) ago. You can't afford to wait for scheduled survey windows to find out who's heading for the door.",{"type":83,"attrs":261,"content":262},{"textAlign":46},[263,265,269,271,277],{"text":264,"type":69},"The reality for healthcare operations managers is straightforward. You need a way to measure ",{"text":266,"type":69,"marks":267},"team sentiment every single shift",[268],{"type":92},{"text":270,"type":69},", not once a quarter. That's the gap post-shift pulse surveys fill, and it's the reason shift-level feedback with ",{"text":272,"type":69,"marks":273},"healthcare scheduling software",[274],{"type":201,"attrs":275},{"href":276,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/industry/healthcare",{"text":278,"type":69}," has become one of the most effective early warning tools for turnover risk.",{"type":63,"attrs":280,"content":281},{"level":72,"textAlign":46},[282],{"text":148,"type":69},{"type":83,"attrs":284,"content":285},{"textAlign":46},[286],{"text":287,"type":69},"A post-shift pulse survey is a fast, anonymous check-in that happens right when your employees clock off. With Deputy's Shift Pulse, each worker taps a single rating on a five-point scale: Stressed, Frustrated, Okay, Good, or Amazing. They can also add an optional comment. The whole thing takes about five seconds.",{"type":83,"attrs":289,"content":290},{"textAlign":46},[291,293,297],{"text":292,"type":69},"Why does the timing matter so much? Because ",{"text":294,"type":69,"marks":295},"end-of-shift feedback",[296],{"type":92},{"text":298,"type":69}," captures sentiment when it's freshest. Your staff member just finished a 12-hour overnight in the ER, or handled a difficult patient during a short-staffed afternoon. Their rating reflects what actually happened during that shift, not a vague memory from two months ago filtered through social pressure in a conference room.",{"type":83,"attrs":300,"content":301},{"textAlign":46},[302,304,310],{"text":303,"type":69},"That's the core difference between a pulse survey and a traditional employee engagement pulse survey. Traditional ",{"text":305,"type":69,"marks":306},"employee engagement strategies",[307],{"type":201,"attrs":308},{"href":309,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/blog/7-employee-engagement-ideas-that-drive-business-results",{"text":311,"type":69}," measure how someone feels about their job in general. Post-shift feedback measures how someone felt about a specific shift, on a specific day, with a specific team and schedule. The data is more frequent, more specific, and more actionable.",{"type":83,"attrs":313,"content":314},{"textAlign":46},[315],{"text":316,"type":69},"The scale of this data matters too. Deputy's 2025 Shift Pulse Report drew from 1,515,790 survey responses collected between April 2024 and April 2025, a 260% increase from the prior year. At that volume, patterns stop being anecdotal and start becoming statistically reliable.",{"type":83,"attrs":318,"content":319},{"textAlign":46},[320,322,328],{"text":321,"type":69},"Deputy calculates a Net Happiness Score for each team, location, and time period by subtracting the percentage of unhappy responses from the percentage of happy ones. As Deputy CEO Silvija Martincevic puts it, \"Sentiment is a leading indicator. It predicts churn, burnout, absenteeism, and performance.\" Gallup's research backs this up: ",{"text":323,"type":69,"marks":324},"disengaged employees",[325],{"type":201,"attrs":326},{"href":327,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx",{"text":329,"type":69}," are significantly more likely to leave, and traditional survey tools often miss the shift-level signals that precede their departure. That score becomes your early warning metric. When it starts to slip, you know something is wrong before the resignation letter lands on your desk.",{"type":63,"attrs":331,"content":332},{"level":72,"textAlign":46},[333],{"text":157,"type":69},{"type":83,"attrs":335,"content":336},{"textAlign":46},[337],{"text":338,"type":69},"Knowing your team's overall happiness score is useful, but the real value comes from spotting specific patterns that predict who's about to leave and why. Here are four signals to watch in your pulse data.",{"type":63,"attrs":340,"content":342},{"level":341,"textAlign":46},3,[343],{"text":344,"type":69},"Declining shift scores across a team or location",{"type":83,"attrs":346,"content":347},{"textAlign":46},[348,350,354],{"text":349,"type":69},"When average shift ratings drop across an entire team or location, even by just two to three points over two weeks, that's a systemic signal. It often points to understaffing, scheduling problems, or a management issue. You should ",{"text":351,"type":69,"marks":352},"track weekly averages",[353],{"type":92},{"text":355,"type":69}," by location and team so you can spot these trends before they become a crisis.",{"type":83,"attrs":357,"content":358},{"textAlign":46},[359,361,367],{"text":360,"type":69},"For example, if your night shift team at one clinic goes from an average of 4.1 to 3.5 over 10 days, something changed. Maybe a key team member left and the remaining staff are absorbing extra work, or maybe a new policy is creating friction. Either way, the data gives you a reason to investigate before your best people start looking elsewhere. Avoiding these ",{"text":362,"type":69,"marks":363},"common staffing mistakes in healthcare",[364],{"type":201,"attrs":365},{"href":366,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/blog/common-staffing-mistakes-to-avoid-in-healthcare",{"text":368,"type":69}," starts with catching the signal early.",{"type":63,"attrs":370,"content":371},{"level":341,"textAlign":46},[372],{"text":373,"type":69},"Spike in \"Stressed\" or \"Frustrated\" ratings after specific shift types",{"type":83,"attrs":375,"content":376},{"textAlign":46},[377],{"text":378,"type":69},"Not all shifts are created equal. If you see negative sentiment clustering around night shifts, weekends, or short-turnaround shifts (opening right after closing, sometimes called \"clopenings\"), that's a scheduling problem you can fix.",{"type":83,"attrs":380,"content":381},{"textAlign":46},[382,384,388],{"text":383,"type":69},"Pull your pulse data by shift type and look for patterns. When Friday overnight shifts consistently generate twice the negative feedback of Tuesday mornings, you've found a pressure point. These patterns tell you exactly where to adjust your scheduling, whether that means adding an extra person to high-stress shifts, distributing weekend rotations more fairly, or ",{"text":385,"type":69,"marks":386},"eliminating short-turnaround shifts",[387],{"type":92},{"text":389,"type":69}," entirely.",{"type":63,"attrs":391,"content":392},{"level":341,"textAlign":46},[393],{"text":394,"type":69},"Drop in response rates from previously engaged staff",{"type":83,"attrs":396,"content":397},{"textAlign":46},[398],{"text":399,"type":69},"This one catches managers off guard. When employees stop giving feedback at all, that's often a stronger signal than negative feedback. An engaged worker who rated every shift for three months and then goes silent for two weeks has likely checked out.",{"type":83,"attrs":401,"content":402},{"textAlign":46},[403,405,411],{"text":404,"type":69},"Watch for response rate declines of 15% or more within a specific team. Attendance problems often follow the same pattern, so it's worth pairing this data with your ",{"text":406,"type":69,"marks":407},"attendance tracking",[408],{"type":201,"attrs":409},{"href":410,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/blog/4-ways-to-improve-attendance-in-healthcare-without-burning-out-your-team",{"text":412,"type":69},". If you see it, don't wait for the next quarterly review. That's your cue to have an immediate, informal check-in with the team. Ask what's changed. Sometimes the answer is simple (a new schedule that doesn't work), and sometimes it's a sign that the employee has already started interviewing.",{"type":63,"attrs":414,"content":415},{"level":341,"textAlign":46},[416],{"text":417,"type":69},"Individual sentiment trends diverging from team averages",{"type":83,"attrs":419,"content":420},{"textAlign":46},[421],{"text":422,"type":69},"When one person's ratings consistently fall below the team average over two or more weeks, they may be disengaging. This is often the earliest signal before absenteeism, call-outs, or a resignation.",{"type":83,"attrs":424,"content":425},{"textAlign":46},[426,428,432],{"text":427,"type":69},"Deputy's engagement dashboard lets you see ",{"text":429,"type":69,"marks":430},"individual sentiment trends",[431],{"type":92},{"text":433,"type":69}," alongside team averages, so you don't have to dig through spreadsheets to find these divergences. If you notice a team member's scores dropping while everyone else stays steady, it's time for a private conversation. The goal isn't to confront them about their ratings. It's to understand what's happening and whether you can help.","cms-blog-richtext",{"_uid":436,"ctas":437,"theme":451,"component":452,"hide_capterra":55,"spacer_bottom":453,"call_to_action":454,"call_to_action_style":53},"b934c043-49b1-49e0-ba13-1b03423bf5f6",[438,446],{"_uid":439,"link":440,"text":443,"type":444,"component":445,"analyticsId":19},"5eef3098-bc71-4ced-807a-05d5aa46208f",{"id":19,"url":19,"linktype":441,"fieldtype":442,"cached_url":19},"story","multilink","Start for free","signup","buttonContentType",{"_uid":447,"link":448,"text":449,"type":450,"component":445,"analyticsId":19},"d4512b50-b59d-4a13-86b1-0058da122a94",{"id":19,"url":19,"linktype":441,"fieldtype":442,"cached_url":19},"See how it works","consultation","purple","cms-cta-dark","40",{"type":60,"content":455},[456],{"type":83,"content":457},[458],{"text":459,"type":69},"Discover how Deputy can make managing your team effortless",{"_uid":461,"content":462,"component":434},"700e2350-e35d-40ba-9268-9df379fb0847",{"type":60,"content":463},[464,468,473,478,483,488,493,498,509,515,545,550,555,560,565,570,575,586,590,595,607,620,631,636,641,645,650,655,660,665,670,675,680,685,690,695,700,713,714],{"type":63,"attrs":465,"content":466},{"level":72,"textAlign":46},[467],{"text":166,"type":69},{"type":83,"attrs":469,"content":470},{"textAlign":46},[471],{"text":472,"type":69},"Collecting sentiment data is only half the job. The other half is turning that data into actions that keep your people. Here's a five-step workflow you can start using this week.",{"type":63,"attrs":474,"content":475},{"level":341,"textAlign":46},[476],{"text":477,"type":69},"Step 1: Enable post-shift feedback and set your baseline",{"type":83,"attrs":479,"content":480},{"textAlign":46},[481],{"text":482,"type":69},"Turn on Shift Pulse for every team in your location. You need at least two weeks of data before you draw any conclusions, so resist the urge to react to individual ratings during this period. After two weeks, calculate your location's Net Happiness Score and use it as your baseline.",{"type":63,"attrs":484,"content":485},{"level":341,"textAlign":46},[486],{"text":487,"type":69},"Step 2: Create alert thresholds for manager response",{"type":83,"attrs":489,"content":490},{"textAlign":46},[491],{"text":492,"type":69},"Set clear rules for when managers need to act. For example: if any team's weekly happiness score drops five or more points below baseline, the manager reviews the data within 48 hours. If an individual's rating hits \"Frustrated\" or \"Stressed\" for three or more consecutive shifts, schedule a one-on-one check-in. Having these thresholds written down ensures you don't miss critical signals during busy weeks.",{"type":63,"attrs":494,"content":495},{"level":341,"textAlign":46},[496],{"text":497,"type":69},"Step 3: Connect feedback to scheduling decisions",{"type":83,"attrs":499,"content":500},{"textAlign":46},[501,503,507],{"text":502,"type":69},"This is where the real retention impact happens. Review which shift types, shift lengths, and scheduling patterns ",{"text":504,"type":69,"marks":505},"correlate with low scores",[506],{"type":92},{"text":508,"type":69},". Then adjust.",{"type":227,"attrs":510},{"id":46,"alt":511,"src":512,"title":513,"source":46,"copyright":46,"meta_data":514},"Nurse checking scheduling app on phone at end of shift","//a.storyblok.com/f/64010/0x0/9dd6d93716/image-1.jpg","Healthcare worker reviewing schedule on mobile device",{},{"type":83,"attrs":516,"content":517},{"textAlign":46},[518,519,521,527,529,535,537,543],{"type":239},{"text":520,"type":69},"Reduce or eliminate clopenings. Distribute weekend and holiday shifts more fairly. Give your team more advance notice on their schedules. Research from ",{"text":522,"type":69,"marks":523},"Mercer's healthcare workforce report",[524],{"type":201,"attrs":525},{"href":526,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.mercer.com/en-us/insights/total-rewards/talent-strategy-planning/healthcare-labor-market-trends/",{"text":528,"type":69}," found that nearly half of US clinical organizations now use ",{"text":530,"type":69,"marks":531},"flexible shifts as a retention strategy",[532],{"type":201,"attrs":533},{"href":534,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/blog/5-strategies-to-improve-shift-worker-satisfaction-in-2026",{"text":536,"type":69},". Deputy's ",{"text":538,"type":69,"marks":539},"auto-scheduling",[540],{"type":201,"attrs":541},{"href":542,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/features/scheduling",{"text":544,"type":69}," tools can help you balance employee preferences with coverage needs, so you're not just filling slots but building a schedule that works for your team.",{"type":83,"attrs":546,"content":547},{"textAlign":46},[548],{"text":549,"type":69},"You can also use pulse data to test scheduling changes. If you add an extra person to Saturday night shifts and your scores improve the following week, you've validated the fix with data.",{"type":63,"attrs":551,"content":552},{"level":341,"textAlign":46},[553],{"text":554,"type":69},"Step 4: Close the loop with your team",{"type":83,"attrs":556,"content":557},{"textAlign":46},[558],{"text":559,"type":69},"The biggest mistake operations managers make with pulse data is collecting it and never acting on it visibly. If your team gives you feedback and nothing changes, they'll stop giving you feedback. Then you've lost your early warning system.",{"type":83,"attrs":561,"content":562},{"textAlign":46},[563],{"text":564,"type":69},"Act visibly on what you learn. Post schedule changes in the team news feed. Acknowledge the feedback (without identifying who said what). Let your team know their input is driving real decisions. Brandon Jacobs, Operations Manager at Quarry Park Adventures, explains it this way: 'On days where we have hundreds of customers coming through, the staff ratings and comments help me gauge the schedule coverage and how the team was feeling. Shift Pulse is a really valuable feedback loop for my staff's workload and to ensure my team feels supported.'",{"type":63,"attrs":566,"content":567},{"level":341,"textAlign":46},[568],{"text":569,"type":69},"Step 5: Track retention outcomes monthly",{"type":83,"attrs":571,"content":572},{"textAlign":46},[573],{"text":574,"type":69},"Compare your month-over-month sentiment scores with actual turnover numbers. Over three to six months, you'll start to see the predictive correlation between pulse trends and resignations. When a team's happiness score drops, turnover tends to follow four to six weeks later.",{"type":83,"attrs":576,"content":577},{"textAlign":46},[578,580,584],{"text":579,"type":69},"Document these patterns and share them with leadership. Concrete data that connects ",{"text":581,"type":69,"marks":582},"sentiment improvements to reduced turnover",[583],{"type":92},{"text":585,"type":69}," makes the case for continued investment in scheduling and retention tools far more compelling than anecdotal evidence.",{"type":63,"attrs":587,"content":588},{"level":72,"textAlign":46},[589],{"text":175,"type":69},{"type":83,"attrs":591,"content":592},{"textAlign":46},[593],{"text":594,"type":69},"If the 2025 numbers feel discouraging, there's a reason to stay focused on this work: the trend is starting to shift.",{"type":83,"attrs":596,"content":597},{"textAlign":46},[598,599,605],{"text":211,"type":69},{"text":600,"type":69,"marks":601},"Big Shift Report",[602],{"type":201,"attrs":603},{"href":604,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/insights/the-big-shift-2025",{"text":606,"type":69}," found that healthcare workers recorded one of the strongest increases in positive shift sentiment across all industries. Workers reporting they feel \"Amazing\" after shifts rose by four percent, while negative sentiment declined by one percent.",{"type":83,"attrs":608,"content":609},{"textAlign":46},[610,612,618],{"text":611,"type":69},"This improvement isn't random. It coincides with a broader shift in healthcare workforce strategy. Healthcare hiring demand has softened to just 0.8% of the active workforce, while terminations have held stable at 1.75%. What that tells us is that healthcare employers are prioritizing ",{"text":613,"type":69,"marks":614},"employee retention",[615],{"type":201,"attrs":616},{"href":617,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/solutions/retention",{"text":619,"type":69}," and shift optimization over headcount expansion. The hiring surge is over. The focus has moved to keeping the people you already have.",{"type":83,"attrs":621,"content":622},{"textAlign":46},[623,625,629],{"text":624,"type":69},"The data supports what many operations managers are seeing on the ground: when employers invest in listening to their teams and acting on what they hear, ",{"text":626,"type":69,"marks":627},"sentiment responds",[628],{"type":92},{"text":630,"type":69},". The organizations seeing the biggest gains are the ones that moved from reactive exit interviews to proactive shift-level feedback.",{"type":83,"attrs":632,"content":633},{"textAlign":46},[634],{"text":635,"type":69},"That doesn't mean the problem is solved. Healthcare still sits at the bottom of the sentiment scale, and the subsector gaps (pharmacies, doctors' offices, and outpatient care centers especially) remain significant. But the trajectory matters. If you're already using pulse data to track and act on sentiment, you're ahead of most of your peers. If you're not, the current window of improving sentiment is the right time to start.",{"type":83,"attrs":637,"content":638},{"textAlign":46},[639],{"text":640,"type":69},"The organizations that build a feedback-to-action loop now will be the ones that hold onto their experienced staff as the labor market tightens again.",{"type":63,"attrs":642,"content":643},{"level":72,"textAlign":46},[644],{"text":184,"type":69},{"type":63,"attrs":646,"content":647},{"level":341,"textAlign":46},[648],{"text":649,"type":69},"Can Deputy Shift Pulse predict which healthcare employees will quit?",{"type":83,"attrs":651,"content":652},{"textAlign":46},[653],{"text":654,"type":69},"Shift Pulse doesn't predict resignations with certainty, but it surfaces early warning patterns (declining ratings, disengagement, and stress spikes) that reliably precede turnover. When you monitor these signals consistently, you can intervene weeks before an employee decides to leave.",{"type":63,"attrs":656,"content":657},{"level":341,"textAlign":46},[658],{"text":659,"type":69},"How does Shift Pulse collect feedback from healthcare shift workers?",{"type":83,"attrs":661,"content":662},{"textAlign":46},[663],{"text":664,"type":69},"Workers tap a single rating (Stressed, Frustrated, Okay, Good, or Amazing) on their phone when they clock off. The process takes about five seconds, and responses are anonymous by default.",{"type":63,"attrs":666,"content":667},{"level":341,"textAlign":46},[668],{"text":669,"type":69},"What's a healthy Net Happiness Score for a healthcare team?",{"type":83,"attrs":671,"content":672},{"textAlign":46},[673],{"text":674,"type":69},"The national average Net Happiness Score across all US industries is 71.86%. Healthcare teams typically score below this benchmark, so aim to get your team's score consistently above 70% and track improvement over time.",{"type":63,"attrs":676,"content":677},{"level":341,"textAlign":46},[678],{"text":679,"type":69},"How quickly can you see turnover risk signals in Shift Pulse data?",{"type":83,"attrs":681,"content":682},{"textAlign":46},[683],{"text":684,"type":69},"You can establish a meaningful baseline in about two weeks. After that, sentiment drops and pattern changes become visible in real time. Most operations managers spot actionable signals within the first month of active use.",{"type":63,"attrs":686,"content":687},{"level":341,"textAlign":46},[688],{"text":689,"type":69},"Does Shift Pulse work for 24/7 healthcare operations with rotating schedules?",{"type":83,"attrs":691,"content":692},{"textAlign":46},[693],{"text":694,"type":69},"Yes. Shift Pulse captures feedback at the end of every shift regardless of start time, duration, or rotation pattern. This means you get data from overnight, weekend, and holiday shifts just as reliably as standard daytime schedules.",{"type":63,"attrs":696,"content":697},{"level":341,"textAlign":46},[698],{"text":699,"type":69},"How much does healthcare employee turnover actually cost?",{"type":83,"attrs":701,"content":702},{"textAlign":46},[703,705,711],{"text":704,"type":69},"Replacing a single healthcare worker typically costs between 50% and 200% of their annual salary, depending on the role. According to ",{"text":706,"type":69,"marks":707},"NSI Nursing Solutions' 2026 retention report",[708],{"type":201,"attrs":709},{"href":710,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.nsinursingsolutions.com/documents/library/nsi_national_health_care_retention_report.pdf",{"text":712,"type":69},", the average cost of turnover for a registered nurse is $56,300 per departure when you factor in recruiting, onboarding, training, and lost productivity. Deputy's Shift Pulse helps you identify at-risk employees before they resign, so you can address the root causes and reduce the frequency of costly replacements.",{"type":123},{"type":83,"attrs":715,"content":716},{"textAlign":46},[717,722,723],{"text":718,"type":69,"marks":719},"Your healthcare team's shift data is telling you who's at risk, if you know where to look. Deputy's Shift Pulse gives operations managers the real-time feedback they need to act before a resignation becomes a staffing crisis.",[720],{"type":721},"italic",{"text":237,"type":69},{"text":724,"type":69,"marks":725},"Try Deputy for free",[726],{"type":201,"attrs":727},{"href":728,"uuid":46,"anchor":46,"target":46,"linktype":204},"https://www.deputy.com/free-trial","blog-post","2026-06-01 01:57",{"imageAlt":732,"minWidth":733,"imageName":734,"imageS3Key":735,"mobileWidth":736,"desktopWidth":736,"imagePublicUrl":737,"imageOriginalUrl":738,"sourceImageWidth":733,"sourceImageHeight":739},"healthcare 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everything you need to know about streamlining business growth, staff support, and more","tags","article","_content_types/tags/types/article",-30,[],12008165,"7f931f16-1cd1-42a9-a9fd-6f5a170cd1e7","2020-07-11T12:44:21.449Z",[],[767],{"name":768,"created_at":769,"published_at":770,"updated_at":771,"id":772,"uuid":773,"content":774,"slug":780,"full_slug":781,"sort_by_date":46,"position":782,"tag_list":783,"is_startpage":49,"parent_id":784,"meta_data":46,"group_id":785,"first_published_at":786,"release_id":46,"lang":53,"path":46,"alternates":787,"default_full_slug":46,"translated_slugs":46,"_stopResolving":55},"Employee 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