If you’re in healthcare right now, you don’t need more statistics to tell you that turnover is rising.
You feel it.
Every time you lose another CNA.
Every time a night nurse burns out.
Every time you scramble to fill another open shift.
And yes, pay matters.
But if raising wages was all it took to keep people, we wouldn’t still be having this conversation. Because the truth is people are leaving even after the raise. Not because they don’t care.
But because they’re exhausted… and they don’t feel seen.
Hospitals, clinics, and long-term care facilities across the country are all asking the same question: How do we keep the people we have? Turnover isn’t new, but the scale of it now is different.
In 2023, the average hospital turned over nearly a quarter of its staff. Replacing just one RN cost an average of $52,350, with a time-to-fill nearing 100 days. Meanwhile, support roles , custodians, CNAs, food service, techs - continue to churn at even higher rates. And that’s just the budget impact. The emotional cost? Morale can crater, burnout will spread, and your patients feel the difference in care. And the team that does stay begins to quietly wonder if they should explore other options. So what’s the solution? Most organizations go straight to wages.
But here’s the hard truth: we’re watching people walk away even after a raise.
62% that left their jobs in 2024 reportedly did so for culture, not salary.
We’ve talked with HR leaders who increased hourly rates, offered sign-on bonuses, stacked on overtime and still couldn’t move the needle in terms of retention. Why? Because the real issue isn’t always the paycheck.
It’s what that paycheck can’t fix: Long, thankless shifts that spill into home life, no margin to recover between demands, or even the quiet ache of being treated like a role, not a person.
Healthcare workers, from surgeons to sanitation, are asking a deeper question:
“Who’s caring for me while I’m caring for everyone else?” - and they are willing to go and find a place tha they feel does this best.
If that question goes unanswered, no amount of hazard pay can patch the hole. And I get it - many healthcare organizations are losing money or are working with incredible tight budgets - but not addressing this issue is costing you more than you realize: A $50K turnover cost per nurse adds up fast. Lose just 10 in a year and you’re already at half a million. Now add in training time, onboarding, schedule gaps, and the soft costs of burnout and disengagement across your team.
It’s a fair question. Budgets are tight. Reimbursements are shrinking. Leadership wants to see ROI on every initiative. Here’s the reality: most healthcare systems are already spending to fix the problem, they’re just spending it on the wrong end of the timeline.
They’re paying:
What if that money could be reallocated? What if, for the cost of one replacement nurse, you could fund a year of fulfillment-focused support for dozens of employees, support that actually gives them reasons to stay?
Now, the math starts "mathing."
We’ve seen how small, personal moments make a big difference:
A single parent who finally gets groceries delivered after three back-to-back 12s.
A night nurse who decompresses with a mindfulness app instead of another glass of wine.
A tech who enrolls in a course and begins writing a new chapter in their story.
They’re real-life wins that bring margin back into a life built around caring for others.
And here’s what may sound crazy but is totally true:
When people choose their own support… they use it.
And when they use it… they stay.
Retention doesn’t happen because of one big bonus or a once-a-quarter pizza party.
It happens when people feel supported in their actual, daily lives — not just at work, but beyond the walls of the building.
That’s what a culture of care looks like.
Not just higher wages - but higher empathy.
Not just another tool - but a shift that says: “We’re still in this with you.”
With Fufild, that shift becomes tangible.
At Fufild, we deliver monthly subscriptions and everyday services that employees choose for themselves — things they actually use, like grocery delivery, wellness apps, streaming, or learning tools.
It’s regular. It’s personal. And it’s sticky - because it shows up every single month in ways that matter.
And when that happens, something powerful shifts:
People start to associate those daily moments of care with the people they work for.
They feel thankful. Seen. Valued.
That’s what turns “just a job” into a place worth staying.
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If you’re already spending tens of thousands filling the same roles over and over, the better question is:
Can you afford not to?
Because the cost of turnover isn’t just financial - it’s cultural.
It wears on your teams. It chips away at trust.
And over time, it becomes the norm.
But it doesn’t have to be.
Fufild is a simple way to start showing up differently - consistently, meaningfully, and on purpose.
It’s not about grand gestures. It's not about an outdated, expensive perks catalogue that sits unused by most of your employees.
It’s about giving your people the power to choose care that matters to them - every single month. And, it isn't expensive.
Retention doesn’t come from perks. It comes from people feeling fulfilled.
Let’s help you build a place they want to stay.
👉 Book a 15-minute demo - and let’s rework the math on retention, together.
