The Workforce Intelligence Nurses Need to Drive Change
Atalan helps health systems identify retention risk up to 12 months before nurses leave, enabling leaders to intervene earlier, improve retention, reduce labor costs, and strengthen workforce stability.
Using workforce, scheduling, operational, and clinical data that health systems already collect, Atalan can identify approximately 75% of nurse resignations before they occur, helping organizations protect staffing capacity and avoid millions in turnover-related costs.
The Challenge Isn’t Awareness
Across healthcare, nurses are the backbone of patient care. Yet, nursing teams are under unprecedented strain.
The average hospital nurse turnover rate is 16.4%. In a health system with 8,000 nurses, that translates to more than 1,300 departures each year. Staffing shortages, rising patient acuity, and operational pressures continue to challenge workforce stability and place increasing demands on nursing teams.
Nurse leaders are deeply aware of the realities affecting their teams. They often recognize workforce challenges long before they appear in reports or dashboards.
The challenge is validating observations with data, understanding how conditions compare across teams, and identifying the actions most likely to improve outcomes.
Atalan helps nursing leaders turn fragmented workforce data into actionable intelligence. By connecting workforce, staffing, scheduling, and operational data, Atalan helps leaders understand where challenges exist, what factors are driving them, and how to improve workforce stability.
Why Current Solutions Fall Short
Most health systems rely on engagement surveys to understand how nurses are feeling.
At their core, surveys measure perception, not the day-to-day operational conditions that shape retention outcomes.
Furthermore, surveys often focus on evaluating leaders or departments, but provide limited visibility into the operational factors influencing workforce stability and retention.
Results arrive months later, when the problems are much more significant, or nurses have already resigned.
Even multi-modal approaches, including shared governance, rounding, incentive programs, and wellness initiatives, can fall short when leadership lacks real-time, actionable data.
These approaches may confirm that challenges exist, but they don’t provide the level of specificity or timeliness needed to improve retention at the unit or individual level.
Nurse leaders need real-time visibility into workforce challenges, not delayed sentiment reports.
Introducing Atalan for Nursing
Atalan brings Clinician Retention Intelligence (CRI) to the nursing workforce.
Nursing leaders already have access to data. What they often lack is a way to connect it, compare it, and turn it into meaningful action.
Atalan analyzes workforce, staffing, scheduling, operational, and clinical data that health systems already collect to create a unified view of nursing workforce health. The platform helps leaders understand where retention challenges exist, what operational factors are contributing to those challenges, and which actions are most likely to improve outcomes.
Rather than focusing solely on individual nurses, Atalan helps leaders identify patterns across units, departments, and cohorts such as new nurses, night-shift nurses, specialty teams, or nurses at similar career stages.
By connecting data that often exists in separate systems and organizational silos, Atalan enables nurse leaders to compare teams, validate observations, prioritize resources, and drive measurable improvement.
The result is not simply more data. It is actionable workforce intelligence that helps leaders strengthen retention, improve team stability, and support better patient care.
From Guesswork to Insight
Atalan helps nursing leaders understand:
Where workforce challenges are emerging
The platform highlights patterns across units, departments, campuses, and nursing cohorts, helping leaders identify where attention is needed most.
Which operational factors are driving outcomes
Atalan surfaces the factors most influencing retention and workforce stability, including staffing pressures, scheduling practices, workload distribution, communication burden, onboarding experiences, and team dynamics.
How teams compare to one another
Nursing leaders often have visibility into their own units but limited ability to understand how conditions differ across departments or facilities. Atalan provides comparative insights that help organizations identify units performing significantly better than peers and replicate successful workforce practices across the organization.
What actions are most likely to improve outcomes
Atalan provides evidence-based recommendations tied to the specific operational drivers affecting a team or cohort.
How to move from observation to action
Nurse leaders often know something is wrong but struggle to validate it with data or secure support for change. Atalan helps leaders quantify challenges, prioritize interventions, and build stronger cases for operational improvements.
What This Means for Nursing Leaders
For Chief Nursing Officers, nurse managers, directors, and health system executives, Atalan provides the intelligence needed to turn workforce insight into action.
- Understand workforce challenges at every level
- Integrate workforce intelligence into existing workflows
- Focus on factors leaders can actually influence
- Validate observations with objective data
- Compare performance across teams and departments
- Demonstrate impact
- Build a stronger case for organizational support
What Success Looks Like
Organizations using Atalan can:
- Identify emerging workforce challenges earlier
- Reduce preventable nurse turnover
- Strengthen retention among critical nursing cohorts
- Lower overtime utilization and workforce strain
- Reduce reliance on agency and traveler staffing
- Improve workforce planning and resource allocation
- Strengthen staffing stability across units and departments
- Protect clinical capacity and continuity of care
- Equip leaders with data to drive meaningful operational change
The result is a more stable nursing workforce, stronger operational performance, and measurable financial impact through reduced turnover-related costs, improved workforce efficiency, and more effective use of staffing resources.
Protecting Teams and the Patients They Care For
Stable nursing teams are essential to high-quality patient care.
Nurses want to provide exceptional care, but staffing pressures, workload challenges, and operational friction can make that increasingly difficult. Nurse leaders often see these issues firsthand, yet lack the visibility and evidence needed to drive meaningful change across the organization.
Atalan helps connect workforce data across teams, validate frontline observations, and identify the operational changes most likely to strengthen workforce stability.
When nursing teams are supported, trust grows, retention improves, care environments become more stable, and patients benefit.
Atalan for Nursing
Workforce intelligence that helps organizations understand, support, and retain the nurses who power patient care.