Spence Consultants helps healthcare, home care, and workforce organizations stop the turnover cycle — with proven audits, retention systems, and a 13+ year track record of measurable results.
Every month without a strategy, the gap between what you're spending and what you're losing grows wider.
Recruiting, onboarding, lost productivity, and training costs stack fast — and most organizations never see the full number.
$15–30K per frontline exitWhen leaders spend 40% of their time recruiting rather than developing, your existing team suffers — and leaves next.
3–6 months to full productivityIn regulated industries, chronic understaffing leads to care gaps, audit flags, and accreditation risk you can't afford.
High-turnover teams cite quality concernsSurviving staff carry heavier loads, morale drops, and your best performers exit first — a cycle most organizations never break without outside intervention.
Doubles risk of cascading exitsAdjust the sliders to see your real numbers.
The Spence Workflow Audit goes deeper than surveys — it maps where your people, processes, and policies are breaking down, and delivers a roadmap to fix them.
360° intake: interviews, data review, culture inventory.
Visualize workflow, handoff gaps, and role confusion.
Pinpoint the top 3–5 friction points driving exits.
Deliver a 90-day retention action plan with owners.
We open every engagement by listening — not presenting. Through confidential 1:1 staff interviews, exit data analysis, HR record review, and a structured culture inventory, we develop an unfiltered baseline of your organization's current state. No surveys with leading questions. No assumptions.
Using our proprietary workflow mapping methodology, we trace every major process — from onboarding to daily operations to offboarding — and visualize where handoffs fail, where accountability gaps exist, and where role confusion is silently burning out your people.
Most organizations have dozens of problems and no idea which three actually drive departures. We use pattern analysis across all assessment data to surface the highest-leverage friction points — the ones that, when addressed, produce outsized retention gains across your workforce.
The final deliverable is a 90-day action plan with specific initiatives, named owners, measurable outcomes, and a 6-month retention target. Not a slide deck — a working document your leadership can execute with or without continued consulting support.
Our audit consistently reveals the same critical failure zones. Here's what that looks like across three common operational workflows.
Schedule a complimentary 30-minute discovery call and find out what your retention gaps are actually costing you.