Hello,
I would suggest that you decide on certain hospitals where you would conduct the study. Seek permission from the HR/Admin of the hospitals, explaining the purpose of your study, and mention that you would provide a copy of the analysis and conclusions for their use. Also, ensure that you will not disclose any names in the report or even the identity of the hospital in the report.
Find out who the people are from various departments of the hospital, including HR, who are ready to help you. If there is data available about the reasons for people leaving through statements or exit interviews, that would be beneficial. If not, you will need to talk to various people about possible causes of leaving by meeting their colleagues. A structured questionnaire will help in conducting such interviews efficiently and allow you to gather all relevant information.
It is essential to maintain confidentiality on "who said what" - in fact, you also do not need to note the names of people.
Once you have collected the data from interviews, you can analyze and prepare your conclusions. As you analyze the data, the data itself will start speaking to you and suggest recommendations that will help reduce attrition. Even if some actions are initiated by the hospital, it is likely that attrition may still occur, but at least the motivation of existing employees and customer service would certainly improve.
Now, you probably will ask me, "What should the questionnaire be?" :)
Hope this helps.
Regards,
Nishikant