The engagement survey doesn't reach
the people on shift.
In private hospitals and clinics, clinical staff aren't sitting at a computer, and only a minority answer the engagement survey. Orakia anticipates which clinicians and which departments are at risk of burnout and turnover, using the data you already have.
You measure engagement once a year. Clinical turnover doesn't wait for the report.
Nursing shortages and burnout are structural, and replacing a clinician takes months. Meanwhile, the engagement survey reaches few people and arrives late, and when someone key leaves, leadership finds out in the following year's report.
- Frontline care staff don't answer the web survey. Nurses and nursing assistants aren't at a computer. Setting up shared terminals with a QR code doesn't raise participation.
- The annual cycle is unsustainable. Some years it doesn't even go out because of internal workload. To really listen, one snapshot a year isn't enough.
- Burnout and turnover leave signals before people leave. Shift overload, rising absenteeism, turnover in a specific department. But nobody cross-references them in time.
Those signals are already in your data. What's missing is reading them before the clinician leaves.
Centralize. Understand. Get ahead.
Orakia is not another survey tool. The AI isn't there for decoration: it's predictive analytics on the data the hospital already generates, to tell you where you are going to have a staffing problem before you have it.
It reaches the people on the ward
It works with shifts, absenteeism, turnover and onboarding, and adds capture through a channel that reaches staff on shift, not just the desktop survey. All in a single record per person, department and site. It integrates with your HR system.
It tells you which department is at risk and why
Burnout and turnover risk by department, shift and role (nurses, physicians, nursing assistants). It doesn't tell you that "engagement dropped". It tells you what weighs: workload, shift patterns, unit leadership, work-life balance. And continuously, not once a year.
It connects the clinician with the patient
Orakia brings employee and patient data together in a single model. You see how turnover or overload in a department affects the patient's experience and safety, and you act on both at the same time.
First results in 2-4 weeks. If you want to see where you stand today, book a free 30-minute assessment.
We start with what you have.
That's enough to start. We process it, give you the risk map by department and demonstrate impact. If it works, we connect the rest.
We don't depend on the desktop survey. We work with the hospital's data and add capture through a channel that actually reaches the ward.
We don't use clinical data. Only operational and HR data, under GDPR and with the data under your control. Particular care with small groups.
Put a number on the clinical staff you lost last year.
Multiply your clinical staff departures by the months it takes to fill each position, and add the shifts covered at the last minute. That number is what not anticipating costs you. Orakia helps you see it sooner.
Frequently asked questions
Fewer than 20% of our nurses answer the engagement survey. Does this solve that?
That is exactly the problem: frontline care staff aren't at a computer, and setting up shared terminals with a QR code doesn't fix it. Orakia doesn't depend on the web survey. It works with the data the hospital already generates (shifts, absenteeism, turnover) and adds capture through a channel that reaches staff on shift.
We measure engagement once a year, and some years not even that. What changes?
The annual cycle is unsustainable and arrives too late. Orakia gives you a continuous read of risk by department and shift, so you detect burnout and turnover before people leave, not in next year's report.
Does it connect the clinician's experience with the patient's?
Yes. A burned-out clinician provides worse care, and clinical turnover affects the quality and safety of care. Orakia brings employee and patient data together in a single model, so you can see how overload or turnover in a department affects the patient experience.
How do you handle health data protection?
Within the GDPR framework, with the data under the hospital's control. We don't use clinical data: only operational and HR data, with particular care for small groups.