👥 Turnover Rate Calculator
Calculate employee turnover rate
Number of employees who left during the period
Average number of employees during the period
How to Use This Calculator
Enter Employees Who Left
Input the number of employees who left the organization during the period you're analyzing.
Enter Average Employees
Input the average number of employees during the same period. Calculate as (Beginning Employees + Ending Employees) / 2.
Calculate
Click calculate to see the turnover rate, retention rate, and related metrics.
Review Results
Use the turnover rate to evaluate retention, identify issues, and track workforce stability over time.
Formula
Turnover Rate:
Turnover Rate = (Employees Who Left / Average Employees) × 100%
Average Employees:
Average Employees = (Beginning Employees + Ending Employees) / 2
Retention Rate:
Retention Rate = 100% - Turnover Rate
Example: Annual Turnover
Employees Who Left: 20, Average Employees: 100
Turnover Rate: (20 / 100) × 100% = 20%
Retention Rate: 100% - 20% = 80%
Employees Stayed: 100 - 20 = 80
About Turnover Rate Calculator
The Turnover Rate Calculator helps HR professionals and businesses calculate employee turnover rate by measuring the percentage of employees who leave the organization during a specific period. This critical HR metric shows workforce stability, helps identify retention issues, evaluate HR effectiveness, and make data-driven decisions about employee retention strategies.
When to Use This Calculator
- Retention Analysis: Analyze employee retention and turnover patterns
- HR Reporting: Report turnover metrics to management and stakeholders
- Performance Tracking: Track turnover rates over time to identify trends
- Department Comparison: Compare turnover rates across departments
- Benchmarking: Compare turnover to industry benchmarks
- Cost Analysis: Understand the cost impact of turnover
Why Use Our Calculator?
- ✅ Quick Calculation: Instantly calculate turnover rate from employee data
- ✅ Multiple Metrics: Shows turnover rate, retention rate, and related metrics
- ✅ Performance Indicators: Color-coded results indicate performance level
- ✅ Standard Formula: Uses standard HR turnover rate formula
- ✅ Free Tool: No cost for essential HR analytics
Common Applications
- HR Departments: Track and analyze employee turnover
- Management: Monitor workforce stability and retention
- Department Heads: Compare turnover across departments
- Strategic Planning: Plan retention strategies based on turnover data
Tips for Best Results
- Accurate Average: Use average employees, not just beginning or ending count
- Time Period Consistency: Ensure both metrics are from the same period
- Compare Benchmarks: Compare turnover to industry benchmarks (typically 10-15% annually is good)
- Segment Analysis: Calculate separately for different departments, roles, or demographics
- Regular Monitoring: Track turnover rates regularly (monthly, quarterly, annually)
Frequently Asked Questions
What's a good turnover rate?
Good turnover rates vary by industry: Technology 10-15% annually, Retail 30-40%, Healthcare 15-20%, Manufacturing 10-15%. Lower is generally better, but some turnover is healthy (removes underperformers). Compare to your industry and historical rates. Rates above 20% annually may indicate retention issues.
How do I calculate average employees?
Calculate average employees as (Beginning Employees + Ending Employees) / 2. For example, if you started with 100 employees and ended with 110, average = (100 + 110) / 2 = 105. This accounts for hires and exits during the period, providing more accurate turnover calculation.
Should I include voluntary and involuntary turnover?
It depends on your purpose. Total turnover includes both voluntary (quits) and involuntary (terminations). For retention analysis, focus on voluntary turnover. For overall workforce stability, use total turnover. Calculate both separately for comprehensive analysis.
How often should I calculate turnover rate?
Calculate regularly - monthly, quarterly, and annually. Monthly shows trends and helps catch issues early. Quarterly is common for reporting. Annual provides overall picture. More frequent calculation (monthly) helps identify problems quickly.
How do I reduce turnover rate?
Reduce turnover by: competitive compensation, better benefits, career development, positive culture, recognition, work-life balance, good management, clear communication, addressing concerns, and exit interviews to identify issues. Focus on root causes identified in exit interviews and surveys.
What's the difference between turnover rate and retention rate?
Turnover rate shows percentage who left, while retention rate shows percentage who stayed. They're complementary: Turnover Rate = (Left / Average) × 100%, Retention Rate = 100% - Turnover Rate. Both are important - low turnover means high retention, and vice versa.