Think Your Turnover Isn’t That Bad? The Blind Spots Costing Agencies Thousands
Most agency leaders can quote their turnover rate.
“We’re at about 35%.”
“That’s not great, but it’s about the national average.”
Here’s the problem: those numbers are lying to you.
When you dig deeper, you often find that 90% of turnover happens in the first six months. That means new hires aren’t sticking, your supervisors are spinning, and your budget is quietly bleeding out. Each departure costs about $6,000, and it adds up fast.
So no—your turnover isn’t “that bad.” It’s probably worse than you think.
The good news? That also means there’s a clear place to start fixing it.
The Power of Facing the Numbers
In my recent conversation with Kris Foss and Chet Tschetter of UMN’s Direct Support Workforce Solutions, they shared how transformational it is when agencies finally look turnover square in the eye.
One provider thought their numbers were fine. But when DSWS helped them break down the data, the real story came out: a revolving door of new hires who never made it past the first few months.
That realization changed everything.
Instead of guessing, the leadership team zeroed in on onboarding, mentorship, and job previews. Within months, turnover started to fall.
“Don’t not address it because you think it’s not that bad. Find that problem spot where you really can make some differences.” — Chet Tschetter
Data doesn’t just diagnose problems—it points to winnable battles.
If you’re curious about the data tools Foss and Tschetter referenced, you can learn more through the University of Minnesota’s Institute on Community Integration.
When Leaders Choose to Own It
Here’s the turning point every agency faces: will you stay defensive and hope things improve, or will you own the problem and build a team to solve it?
Foss shared a story of a provider that could have brushed off feedback. Instead, the executive director brought a cross-section of staff together into a workforce task team. They started small—rebuilding job descriptions to reflect reality, not wishful thinking—and it snowballed into career paths, new roles, and renewed excitement across the agency.
That’s the shift. When leaders choose ownership, culture begins to change.
Common Blind Spots That Hold Agencies Back
Foss and Tschetter also named two big traps that many leaders fall into:
Believing today’s workforce “just doesn’t want to work.” The reality? The workforce is shrinking, demand is rising, and the real opportunity is retaining the people who have already said yes.
Assuming turnover isn’t a crisis because it matches “the average.” But as the data shows, averages can hide costly hotspots that are screaming for attention.
The leaders who break free from these blind spots stop minimizing and start mobilizing.
Your Turn
If you’re reading this and realizing your agency has been “averaging away” its workforce crisis, here’s the challenge: don’t wait until your best people are gone and overtime is through the roof.
Gather a small team. Look at your data. Ask the hard questions. Own the problem.
Because as Foss and Tschetter reminded me, when leaders step up, real transformation follows.
🎧 Want to hear the full conversation with Foss and Tschetter from UMN’s Direct Support Workforce Solutions? Listen to Episode 52 here.
📘 Ready to take your own next step? Download the Turnover Fix Playbook: 4 Simple Supervisor Habits That Reduce DSP Turnover Fast and start building momentum today.
