Staff turnover in organizations is a phenomenon inherent in them. However, when the level of staff turnover is high it creates serious problems and high costs for the organization. This research addresses the problem of staff turnover of nurse educators in the School of Nursing of the Central Military Hospital. The methodology used for this study was qualitative - descriptive, by conducting focus group interviews, interviews with executives of institutions of education for work and human development as well as higher education institutions offering nursing program, both professionally and technical surveys and nurses, it has attempted to identify the overall situation and the causes of high turnover of teaching staff nurses. It was evident that the high turnover of the staff is a widespread problem. But contrary to the initial premise, it was determined that this is not only due to contractual and wage factors in the work environment of nurses such teachers, but there are also problems of perception towards the teaching as a possibility for professional development and staff. It is concluded that to reduce the level of turnover required to implement comprehensive changes on the one hand, improve the working conditions of nurses and teachers, on the other hand, positively change the perception that nurses have regarding teaching as an option for professional and personal development.