Relative turnover rates help management understand differences in turnover between which groups?

• A. Doctors only
• B. Patients and visitors
• C. Nursing, administrative, and support staff.
• D. Suppliers and vendors

Answer: (C)

The main idea is to compare how often employees leave across different internal staff groups to spot where attrition is highest and needs targeted action. In a hospital, nursing, administrative, and other support staff make up the core in-house workforce that drives daily operations and costs. By examining turnover across these groups, management can identify where retention problems are most pronounced and design group-specific strategies—such as workload balance, scheduling, compensation, and development opportunities—to address the unique drivers in each group. High nursing turnover, for example, has direct implications for patient care and staffing stability, while turnover among administrative and support staff can disrupt operations and service delivery. Doctors, patients and visitors, and external partners like suppliers and vendors aren’t internal work groups whose turnover would be analyzed in the same way for this metric.