See your workforce as clearly as you see your patients.
Built for CNOs, COOs, practice administrators, and the executives responsible for keeping healthcare organizations strong enough to deliver on their promise to patients.
What you're managing right now.
The math has gotten harder. The average hospital lost $5.19 million to RN turnover alone in 2025, and every percentage point of turnover costs another $295,000 per year. Over the past five years the average hospital has effectively turned over its entire RN workforce. None of this is news to you. What might be is how much of it is preventable.
Most hospitals collect more data on patient outcomes in a single shift than they do on the people delivering those outcomes in a year. Engagement scores collected annually. Exit surveys collected too late. Manager dashboards that tell you what already happened. The information that would actually let you intervene is rarely measured at the resolution where you can act on it.
Knowwn is the layer between your organization and the people in it. It surfaces what most workforce systems miss: who specifically is on each team, what specifically is depleting them, and what your managers need to know to lead them well. The result is workforce decisions made with the same rigor as the rest of how you run the institution.
What Knowwn changes for you.
A different starting point for the workforce decisions you are already making.
A workforce strategy with measurable returns.
Knowwn pays back its investment in the metrics that matter to your board: lower voluntary turnover, faster time-to-productivity, stronger manager retention, lower contract labor reliance. The methodology is rigorous and the outcomes are operational. The result is a workforce strategy you can defend with the same rigor you defend the rest of how you run the institution.
Workforce visibility, made operational.
Knowwn gives you a real-time view of who is on each of your teams, what each person brings, and where strain is concentrated across the organization. Not as a quarterly report. As a working tool, available to the people making decisions every day. You stop running on lagging indicators and start running on leading ones.
Your managers do their best work when they have what they need.
The work of retaining people happens at the unit level, between managers and the people on their teams. Knowwn gives every manager in your organization the same caliber of information you have at the executive level, calibrated to the decisions they make. The result is a workforce strategy that holds together from the C-suite to the floor.
Here's what that looks like in practice.
When you need to justify workforce investments to the board.
The board is asking what you're doing about retention. The CFO is asking what the ROI is on workforce spend. You know the right answer is investing in your people, and you also know that's not a sufficient business case at the level you're being asked. Knowwn gives you the evidence layer underneath your strategy. Measurable workforce indicators, before-and-after retention data, and the kind of rigor that translates from the methodology underneath your platform enables conversations at the board level.
When you're rolling out a new initiative and you need it to actually land.
Recognition programs. Wellbeing benefits. New shift structures. Most workforce initiatives fail not because they're poorly designed but because they're delivered the same way to everyone, regardless of who they are or what they need. Knowwn gives you the segmentation and the targeting your initiatives have always needed and an experience that staff love engaging with.
When you've received government funding for workforce initiatives and need to prove the impact.
State and federal workforce funding programs are increasingly tied to measurable outcomes: retention improvements, manager development, recognition program reach. Knowwn provides the structured data your reporting requires broken down by unit, role, and timeframe. This means the case you make to funders is grounded in operational evidence, not narrative claims. Your reporting cycles get shorter, and the case for renewed funding gets stronger.
When you're being asked for workforce data your existing systems can't easily produce.
The board wants to know retention risk by unit. The CFO wants the actual cost of turnover by specialty. The CMO wants to know whether the new staffing model is improving manager retention or eroding it. With most workforce platforms, assembling these answers takes weeks of analyst time. With Knowwn, the data is structured to answer them as a matter of routine.
"We replaced three legacy engagement tools with Knowwn and got more useful data in the first month than we had in the previous three years."
"The strongest positive feedback we've gotten comes from managers. They feel like they finally have the tools to lead their people well."
For healthcare executives.
The rigor you'd expect from a clinical decision, applied to your workforce.
Knowwn is grounded in four bodies of established research: Self-Determination Theory, Conservation of Resources Theory, Job Demands-Resources Theory, and Person-Environment Fit research. Each one has been studied in healthcare workforce contexts for decades. We don't invent psychological frameworks. We translate the most rigorous research available into tools that hospital executives can actually use, and that the people on those teams will actually engage with.
Read more about how we built this →Every healthcare system deserves a workforce strong enough to deliver the care it promises.
Looking for something different? See our pages for Care Professionals or Managers.
The workforce data that makes the rest of your strategy work.
Knowwn gives healthcare executives the data, the methodology, and the operational visibility to lead workforce strategy with confidence.