$11 Billion Health System Protects $25 Million in Revenue by Preventing Surprise Clinician Resignations
Clinician turnover is a top challenge for U.S. health systems, with costs spanning recruitment, onboarding, lost revenue, and operational disruption. For one $11 billion multi-state health system, retaining clinicians is both a financial and strategic priority.
HEALTH SYSTEM PROFILE
The Challenge
In its Wisconsin division, hospital leaders struggled to identify which clinicians were at risk of leaving. Traditional surveys and HR reporting captured only partial insights, missing the “silent sufferers” quietly considering departure. Rising turnover threatened both patient care and operational stability.
The Solution
The system implemented Atalan’s Clinician Retention Intelligence (CRI) platform, which leverages EHR and HR data to:
- Predict clinicians at risk of resignation – even those who don’t respond to surveys
- Identify specific departure triggers, such as after-hours work or documentation burden
- Recommend actionable interventions like flexible scheduling, mentorship, and workload adjustments
- Integrate insights into dashboards, notifications, and routine leader check-ins
The Results
- Turnover fell by 40%
- 31 were retained who otherwise may have resigned
- $25M in at-risk revenue protected
- Key workload metrics improved: patient history time down 80%, orders time down 53%, appointment completion up 9%
Why It Matters
CRI allows leaders to act early, stabilizing teams, preserving revenue, and improving patient care. By capturing hidden risk, retention initiatives become measurable, actionable, and scalable.
Following the successful Wisconsin pilot, the health system plans a multi-state rollout, embedding predictive retention into organizational strategy to protect clinicians, revenue, and operational performance.
Learn how predictive retention can transform your health system’s workforce strategy.
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