Employee turnover measures how many people leave your organization over a set period, usually a year, and how many you have to replace. A rising number is rarely random. It usually points to a specific, fixable problem inside the organization.<\/p>\n\n\n\n
Every departure carries a cost most budgets never itemize by name. Gallup estimates that replacing a single employee costs between one-half and two times their annual salary, once recruiting, training, and lost productivity are added up (Gallup<\/a>).<\/p>\n\n\n\n Some turnover is healthy. Underperformers move on, new skills come in, and teams get a reset. In this article, we\u2019ll cover what counts as turnover, how to calculate the rate, and what actually reduces it.<\/p>\n\n\n\n\n\n Employee turnover is the percentage of employees who leave a company, voluntarily or involuntarily, and are replaced over a set period, usually a month, quarter, or year.<\/p>\n\n\n\n It includes resignations, terminations, layoffs, and retirements. It does not include internal moves like promotions or transfers, since the employee stays with the organization.<\/p>\n\n\n\n Turnover gets confused with a few adjacent terms. Here is how they differ:<\/p>\n\n\n\n Getting this vocabulary straight matters, because “high turnover” and “high attrition” can point HR toward two very different root causes.<\/p>\n\n\n\n Not all turnover is bad, and not all of it is avoidable. Understanding which type you are dealing with shapes what you do next.<\/p>\n\n\n\nWhat is employee turnover?<\/strong><\/h2>\n\n\n\n
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Types of employee turnover<\/strong><\/h2>\n\n\n\n