Employee turnover is expensive. Losing and replacing employees directly impacts your bottom line, productivity levels, and employee morale.

Ultimately, improving the way you identify, hire, and retain employees is the best strategy for reducing your turnover costs. At the same time, it’s important that you understand what the potential costs are.

The following worksheet will help you calculate the core costs of turnover. This is simply a starting point. Customize to your organization by adding or removing categories.

Please also keep in mind that these are measurable costs. Other areas that factor into turnover costs may include the increased workload, stress, and pressure other employees assume due to vacancies as well as reduced productivity and efficiency.

THE COST OF EMPLOYEE TURNOVER

Please enter numbers with no spaces or commas, decimals are ok.

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Separation Costs

  

cost of exit interviewer's time

$

+ cost of terminating employee's time

$

+ cost of administrative functions related to termination

$

+ separation pay

$

+ increase in unemployment tax

$

   

Vacancy Costs

  

cost of additional overtime

$

+ cost of additional temporary help

$

wages and benefits saved due to vacancy

$

 

Replacement Costs

  

pre-employment administrative expenses

$

+ cost of attracting applicants

$

+ cost of entrance interviews

$

+ testing costs

$

+ staff costs

$

+ travel and moving expenses

$

+ postemployment information gathering and dissemination costs

$

+ cost of postemployment medical exams

$

   

Training Costs

  

cost of informational literature

$

+ formal training costs

$

+ informal training costs

$

   

Performance Differential

 

differential in performance costs/benefits

$

   
 
   

TOTAL TURNOVER COSTS PER EMPLOYEE

$