In senior care settings, Certified Nursing Assistants (CNAs) are the backbone of daily patient support. But despite their critical role, CNA turnover remains one of the biggest challenges facing skilled nursing and assisted living facilities.
High turnover doesn't just hurt morale—it impacts care continuity, increases costs, and puts unnecessary strain on your remaining staff.
The good news? With the right strategy, it’s possible to improve CNA retention without lowering your care standards.
Here’s how.
🔍 Why CNA Turnover Is So High
Before solving the problem, we have to understand the cause. Based on what we see across facilities nationwide, the most common reasons for CNA turnover include:
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Heavy workloads and understaffing
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Low pay and few incentives
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Lack of scheduling flexibility
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Minimal recognition or support
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No clear path for career advancement
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Physical and emotional exhaustion
Most of these challenges don’t come from the role itself—but from how it’s managed.
✅ Fast, Practical Ways to Improve CNA Retention
Reducing turnover doesn’t have to mean overhauling your entire operation. Here are five immediate steps facility leaders can take to keep top CNA talent:
1. Fix Scheduling Fatigue
Unpredictable schedules, last-minute call-ins, and mandatory overtime wear down CNAs fast.
💡 Solution:
Implement a more consistent, balanced schedule—or partner with a staffing agency like FlexForce to ease the burden during high-demand periods. This lets your core staff breathe while maintaining coverage.
2. Recognize and Reward
Recognition doesn’t have to be expensive—but it must be intentional. A thank-you note from leadership, shout-outs at team meetings, or small bonuses for consistent attendance can make a big difference.
💡 Pro tip: Ask CNAs what kind of recognition they value most. Then deliver.
3. Support Professional Development
Many CNAs leave not because they dislike the job—but because they see no path forward. Offering access to continued education, in-house training, or even tuition reimbursement programs can dramatically increase retention.
4. Gather Feedback (and Act on It)
CNAs are often the first to spot care issues, inefficiencies, or safety concerns. Regularly ask for their input—and show them how you’re using it to improve the workplace.
💡 Bonus: You’ll surface problems faster and build trust in the process.
5. Bring in Help Before It’s Too Late
Overworking your best CNAs leads to burnout—and eventually, turnover. Don’t wait until they’re exhausted to look for help.
💡 Solution: Use a flexible staffing partner to fill gaps and reduce pressure on your internal team. This allows your top talent to focus on what they do best: delivering exceptional care.
👥 Retention = Respect
At the end of the day, reducing CNA turnover comes down to respect—respect for their time, effort, and the critical role they play in patient care.
When facilities invest in their people, they retain them. When they retain them, care quality rises—and everyone benefits.
🛡️ How FlexForce Can Help
At FlexForce Medical Staffing, we partner with facilities to reduce turnover through smart, flexible staffing strategies. We provide credentialed CNAs who are ready to work—and help lighten the load for your internal team.
Let’s talk about how we can support your facility and your people.
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