Built on the Cone Health Nurse Retention Framework
StayMap asks nurses four anonymous questions, files every answer in their own words against 20 evidence-based retention drivers, and gives each manager a heat map and a plan to act on.
Piloting now on four nursing units at Cone Health.
4 West · anonymous
What was needed on your last hard shift?
$0
Average cost to replace one bedside RN (NSI 2026)
0 min
To answer, on a phone, no login
0
Colleagues before any comment is shown
0
Evidence-based retention drivers
Exit surveys arrive after the nurse has gone. Engagement scores are too broad to act on. And nothing connects “staff are struggling” to “here is what we are doing about it.”
StayMap closes that gap with the nurses’ own words, sorted into the needs that drive them to stay or leave, and a written plan against each one.
One cycle every six months, per unit.
Step 01
Nurses scan the unit's QR code or tap a link in their team chat. Four questions, about three minutes, on a phone. No login, no name.
Step 02
Every point a nurse makes is filed, in her own words, against one of 20 evidence-based retention drivers. The heat map shows which needs are going unmet.
Step 03
The manager gets a drafted plan for the biggest gaps, edits it, assigns owners and dates. Six months on, each action is kept, tweaked or retired.
Built on published work
19.9% → 9.7%
Voluntary turnover on the first pilot unit, the year before and the year after.
$1.2M+
Reduction in replacement cost across three units in the year after implementation.
80
Peer-reviewed studies with measured retention outcomes behind the 20 drivers.
Lackey S, Antrum V-A. Effectively and Efficiently Reengineering the Nursing Work Environment by Applying a Conceptual Framework for Nurse Retention. Nursing Administration Quarterly 2024;48(2):116–126. Results are from Cone Health’s quality-improvement pilot of the manual method, which StayMap automates.
For nurses
“No tech after 11” helps a manager far more than “staffing is bad.” Nurses only write that if they trust where it goes.
No name, no login
Nothing about the person is collected, and the link is shared with the whole unit.
Nothing shown below five
A comment only appears once five colleagues have raised the same thing.
Patient details removed
Names, room numbers and record numbers are stripped automatically before anything is saved.
Support is always there
Every survey screen points to 988 and the employee assistance program.
For leaders
Twenty drivers arranged from foundations to growth, so the basics that drive nurses out are fixed before the motivators that keep them.
Leaders read what nurses actually wrote, grouped into themes, with the number of people behind each one.
AI drafts specific actions against the gaps. The manager decides what goes in and who owns it, and a one-up leader approves.
Leaders can refile a comment or set one aside, never delete or reword it, and every change shows on the heat map and board report.
Turnover is compared over full twelve-month windows, against a baseline from before the program, with the caveats a finance team will ask for.
Reminders, measures at six months and monthly summaries arrive on their own, so the program runs without someone chasing it.
Keeping three nurses who would otherwise have left avoids about $0 in replacement costs, at the NSI 2026 average of $60,090 per bedside RN.
An illustration, not a promise. StayMap measures your own turnover against a pre-program baseline and says plainly when there isn’t enough data yet.
We’ll walk through how StayMap would run on one of your own units, from the first QR code to the first plan.
Request a demoOr email jack@prinnovo.com