Workforce experience
Health and aged care organisations face some of the highest turnover rates of any sector. Insync helps you understand why clinical staff join, why they leave and what to do about it.
Replacing a nurse, allied health professional or aged care worker costs between 50% and 150% of their annual salary. That estimate rarely accounts for the impact on team cohesion, care continuity, lost organisational knowledge, and the waning morale of those who remain. In a sector already navigating workforce shortages, early attrition is more than an inconvenience. It is an operational risk.
Most health organisations run engagement surveys every year or two and call it listening. But the graduate nurse who leaves within six months, the experienced clinician who resigns without explanation, the aged care worker who transfers to a competitor. Their real reasons rarely surface in a farewell conversation with a manager.
Onboarding surveys capture whether your organisation delivered on its promises during recruitment, while there is still time to act. Exit surveys surface the real reasons clinical staff leave, independently administered so departing employees feel safe being honest. Together, they give your HR and people leaders the specific, actionable data needed to address health workforce turnover at its source.
Our Approach
The onboarding survey runs in the first months, when impressions are forming, and people are quietly deciding whether they made the right move. The exit survey runs once someone has chosen to leave, when they’re free to reflect honestly. Insync administers both independently, producing more candid responses than an internal process and giving your leaders data they can trust.
Measure how well your organisation is delivering against the expectations set during recruitment. Learn what attracted new clinical and support staff, how their early experience compares to what was promised and what their manager and team can do differently to retain them through the critical first year.
Understand the real reasons health and aged care employees leave across eight dimensions: organisational leadership, work design, manager and team, career and development, reward and conditions, flexibility, work arrangement, and personal circumstances and external factors. In health contexts, workload, roster design, clinical leadership and values alignment are often critical variables.
We benchmark results against health-sector data and present a clear prioritisation of where your organisation is losing clinical staff and why. We work with your HR and leadership team to identify the changes that will have the greatest impact on early attrition and retention.
1. What’s included
Every Insync onboarding and exit program is independently administered, benchmarked and designed to surface the honest data your health and aged care organisation needs to improve retention.
Both surveys are built on frameworks refined over 15 years and tailored to without compromising benchmark integrity that keeps your results comparable to peers.
Organisational leadership, work design, manager and team, career and development, reward and conditions, flexibility, work arrangement, and personal circumstances and external factors. The structure separates what you can control from what you can’t, so your improvement efforts go where they will actually reduce turnover.
Your results are compared against Insync’s benchmark database, so you know what your people are experiencing and whether it’s better or worse than other similar organisations.
Filter by clinical and non-clinical teams, ward, role or tenure. Generate PDF scorecards. Drill into the data to understand which parts of your organisation are losing people and at what stage of the lifecycle.
A senior Insync consultant presents findings to your HR and leadership team, focused on what the patterns mean for retention and where the high-value changes are.
In health environments where teams are close-knit, and managers often know departing staff personally, independent survey administration is especially important. Employees are significantly more candid with an independent provider, which means the data your leaders receive reflects what people genuinely think, rather than what felt safe to say.
2. Key outcomes
This is what changes when you have reliable data on why clinical and aged care employees join and why they leave.
Many retention initiatives fail because they target symptoms rather than causes. Onboarding and exit surveys help identify the factors most influencing turnover in your organisation, whether that’s workload, rostering, leadership, career opportunities or workplace culture. With better evidence, leaders can focus their efforts where they are most likely to make a difference.
The gap between what new health and aged care employees expected and what they found in their first months is the single biggest driver of early attrition in the sector. Identifying and closing that gap in the first 90 days keeps good people who might otherwise quietly decide they made a mistake.
When employees know their feedback goes to an independent provider rather than back to their manager, they tell you what they really think. The patterns in your exit data reflect reality, and your leaders can act on it with confidence.
Running onboarding and exit programs alongside your annual engagement survey gives you a complete view of where the employee experience is strong and where it is losing people. You stop assuming and start deciding on evidence.
3. Why Insync
Most health organisations have access to self-service exit survey tools. Few have the sector expertise to interpret what the data actually means in a health and aged care context, benchmark it against other similar organisations and translate it into leadership action that sticks. Insync provides both the instrument and the expertise.
Your results are compared with other similar organisations facing the same workforce market, rostering pressures, and clinical culture dynamics as yours. When Insync tells you your early attrition rate is above the benchmark, you can trust the comparison.
The exit framework and the onboarding survey instrument are both grounded in organisational psychology and refined across many client programs, including extensive delivery in the health and aged care sector.
The quality of exit data depends almost entirely on whether departing employees trust the process. In health environments where teams are close, and managers know departing staff personally, independence is what makes the data candid. Insync’s independence is a structural advantage that changes what departing employees are willing to share.
We synthesise your results into a prioritised view of where you’re losing people and why, then we work with your team to address the causes. Success isn’t the report. It is the change in your retention numbers.
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