01
Your most important people can't log in.
Most engagement platforms require a corporate email. Your CNAs and aides don't have one. The people driving your turnover numbers are rarely the ones being measured.
For Post-Acute & Long-Term Care
42%of your CNAs
will leave this year.
Groundwork tells you why.
Groundwork shows you what's driving turnover on your care team and where to focus first.
Live result
Overall score
72
of 100
Psychological Safety
81
Strong
Fairness & Recognition
54
Focus area
Workload & Resources
68
Unstable
Role Clarity
73
Strong
Belonging
77
Strong
Manager
79
Strong
42%
CNA turnover annually in skilled nursing. Among the highest of any workforce.
$15K
to replace a single CNA across recruiting, agency coverage, and training.
1 in 4
Healthcare workers cite burnout as a reason for leaving. In post-acute care, it's higher.
The problem
You've run the surveys. You've read the reports. Nothing changed.
The tools built for desk workers aren't built for CNAs. And a benchmark without direction is another document no one reads.
02
Annual surveys are too slow.
Conditions deteriorate over weeks, not months. By the time your annual results come back, the people you wanted to keep are already gone.
03
You get a score. Never a next step.
A benchmark tells you something is wrong. It doesn't tell you what's driving turnover or where to focus first. Most leaders finish the report and still don't know what to do Monday morning.
What we measure
Six conditions that determine whether your care team stays or goes.
Each condition is measured on a 0–100 scale. Your lowest is automatically flagged as the focus for the cycle.
01
Pillar 01 · Safety
Psychological Safety
Can your care staff speak up, flag problems, and make mistakes without fear?
Problems surface before they become patient care issues.
02
Pillar 01 · Safety
Workload & Resources
Do your care staff have the time, tools, and staffing to do their work well?
Your team brings full energy to every shift instead of running on empty.
03
Pillar 01 · Safety
Fairness & Recognition
Do your CNAs experience fair decisions and recognition that feels genuine?
People stay longer. It's the most predictive signal of retention in your building.
04
Pillar 02 · Understanding
Role Clarity & Agency
Do your care staff know what success looks like and have meaningful control over their work?
People stay because they see a future in your facility.
05
Pillar 03 · Connection
Belonging & Meaning
Do your CNAs feel they genuinely belong, and that their absence would actually be felt?
People show up fully instead of just clocking in.
06
Pillar 03 · Connection
Manager Relationship Quality
Does the direct supervisor support your care staff, or only manage their output?
Everything else on this list gets easier to maintain.
See your care team, clearly.
See how each of the six conditions is performing. Know where to focus first. Track what improves over time.
Pulse
Trend
Insights
Open text
Settings
Overall score · Q2 2026 Pulse · Completed Apr 18
72
of 100
Six conditions · Lowest is flagged as focus
Psychological Safety
81
Strong
↓ Auto-flagged as focus
Fairness & Recognition
54
Focus area
Workload & Resources
68
Unstable
Role Clarity & Agency
73
Strong
Belonging & Meaning
77
Strong
Manager Relationship
79
Strong
Quarter over quarter
Previous
Current
Δ
Overall
58
72
+14
Fairness & Recognition
41
54
+13
Workload & Resources
48
63
+15
Role Clarity & Agency
66
73
+7
Live in hours. Not weeks.
No consultants. No IT. No implementation costs.
Step 01
Share the link
Send a link to your care team. No app, no login, no corporate email. Works on any phone.
Step 02
Your team responds
An anonymous 5-minute pulse. Your care staff tells you what they're actually experiencing on the floor.
Step 03
See what's driving it
Scores across six conditions appear instantly. Your lowest is flagged. For Annual and Diagnostic clients, the brief names a specific move.
Step 04
Track what changes
Run the same pulse every quarter. See what's improving, what's stuck, and whether what you're doing is working.
You don't get a report. You get a starting point.
Every pulse measures the conditions shaping your workplace. What is strong, what is strained, and where to focus next.
Some administrators look at the data and know what to do. Most want a second set of eyes.
The Organizational Insight Brief is where we do that work with you. We talk to your leaders, analyze your pulse data, and tell you what is actually happening, why, and where to focus.
Included in Groundwork Annual and Diagnostic
Organizational Insight Brief
What's really going on
You don't have a staffing problem. You have a recognition problem. Your team is being asked to deliver care through chronic short-staffing, but the system they work inside rarely acknowledges the effort. In a high-pressure environment, quiet quitting isn't resistance. It's a rational response.
Perception vs. reality
Leadership believes the team is aligned and motivated. The data shows a Fairness & Recognition score of 42, the lowest of the six conditions, and open text that consistently describes effort going unacknowledged.
Where to start
Fairness & Recognition is your starting point. Not because it's easiest to fix, but because it's the most predictive leading indicator of voluntary turnover in your building.
Why Healthcare teams choose Groundwork.
Most engagement tools
Groundwork
Works for frontline care staff
✗Requires login or corporate email
✓Any phone, no login
What it measures
✗Sentiment & feelings
✓Six conditions that predict turnover
Pricing model
✗$25–$50 per employee / year
✓Flat fee per facility
Implementation fees
✗$1,000 – $10,000+
✓$0
Measurement cadence
✗Annual survey
✓Quarterly pulse
Tells you where to focus
✗Rarely
✓Lowest condition, auto-flagged
Expert interpretation
✗$10K–$50K add-on
✓Included in Annual
First insight in
✗6 to 12 weeks
✓5 to 7 days
Your CNA turnover is already costing you. Here's how much.
Number of CNAs on staff
45
Current CNA turnover rate
42%
Your annual turnover cost
$189,000
Preventing one resignation covers the cost of Groundwork Pulse.
Based on a conservative $10,000 average CNA replacement cost. Actual costs for recruiting, agency coverage, onboarding, and lost productivity are often substantially higher.
Simple pricing for post-acute operators.
Single-facility pricing shown below. Multi-facility pricing available for groups.
Flat fee per facility · Never per seat
Continuous measurement
Groundwork
Pulse
Run your own measurement program quarterly. Your care team's conditions, measured every cycle.
$7,500
per facility / year
What's included
- Scores across all six conditions
- Your care team's actual words, anonymously
- Quarter-over-quarter comparison
- Works on any phone. No login required.
For administrators with internal capacity to review the data and act on it themselves.
Get startedMOST POPULAR
Expert-led annual program
Groundwork
Annual
Full measurement plus expert analysis, leader interviews, and an Organizational Insight Brief every quarter.
$19,500
per facility / year
What's included
- Everything in Pulse
- Baseline interviews with 2–3 leaders
- Four Organizational Insight Briefs / year
- Expert synthesis & interpretation
- Priority support & direct access
For administrators who want an expert in the room with them, synthesizing and interpreting the data every quarter.
Get startedSingle engagement
Groundwork
Diagnostic
One expert-led cycle. Get a clear picture of what is shaping your care team right now.
$9,500
one time
What's included
- Scores across all six conditions
- Your care team's actual words, anonymously
- Leader interviews with 2-3 people
- One Organizational Insight Brief
For organizations that want a diagnostic pulse on the conditions shaping their team.
Get startedRunning multiple facilities?
Regional operators running multiple SNF, AL, or long-term care facilities get portfolio pricing. One conversation, one contract, one benchmark across your entire portfolio.
You already know turnover is a problem.
You shouldn't have to guess what's causing it.
We respond within one business day