A metric within the Turnover story chapter.

Number of contract terminations provides an overview of employees exiting the organization. It shows all leavers regardless if they resigned or their contract was terminated by the company.

It provides an insight into the attrition of organizational headcount and the workload on offboarding employees. Understanding these numbers in time context, per department, location etc. is essential to uncover outliers and spikes.

Number of leavers is a simple count of employees leaving the company for a given period.

Extracted from HRIS:

A metric within the Turnover story chapter.

This metric shows the absolute number of contract terminations (resignations and terminations) and the annualized turnover rate over time. The Turnover Rate is the percentage of employees who left the company in the observed period of time.

Attrition overview of your headcount indicating talent loss trends. It also shows the workload of HR on offboarding employees. Understanding these numbers in the context of time and demographics is essential to uncover outliers and spikes in turnover.

Counts employees leaving the company (voluntary and involuntary) for a given period. The Turnover Rate is calculated by dividing the number of employees that left the company by the total number of employees in a given period. The Unknown label shows only if you didn't enter an exit type in a dedicated filed in your HRIS.

Extracted from HRIS.

A metric within the Turnover story chapter.

This metric shows the absolute number of contract terminations (resignations and terminations) and the annualized turnover rate over time based on your setup within the view. The Turnover Rate is the percentage of employees who left the company in the observed period of time. Unknown type can appear due to data health problems within your HRIS.

Attrition overview of your headcount indicating talent loss trends. It also shows the workload of HR on offboarding employees. Understanding these numbers in the context of time and demographics is essential to uncover outliers and spikes in turnover.

Count employees leaving the company (voluntary, involuntary and internal movement) for a given period.

The Turnover Rate is calculated by dividing the number of employees that left the company in a given period by the average number of employees for the same period. The average number of employees is calculated by summing the headcounts at the start and the end of the selected time period and dividing by 2.

Finally, the Turnover Rate is multiplied by 365 (days in a year), and divided by the number of days selected for which the Turnover Rate is calculated.

The Unknown label shows only if you didn't enter an exit type in a dedicated field in your HRIS.

Extracted from HRIS.

A metric within the Turnover story chapter.

The First-year Attrition Rate indicates the number of employees who have left before working a full 12 months in a given period.

Number of new employees leaving within their first year divided by total departures during the chosen timeframe.

Number of employees leaving in their first 12 months/total number of leavers

Extracted from HRIS.

A metric within the Turnover story chapter.

The probability of leaving indicates the expected probability that an employee will leave the company at the specific year of tenure.

When analyzed for all employees, it provides an insight into a general turnover with regards to tenure. When analyzed per different filters, it provides an insight into groups that are at high immediate risk of leaving the company. Examining a specific group will give further insights into the turnover probability of employees from that group with respect to their tenure.

The probability an employee will leave the company after a T period of time is the product of number of employees left at time Ti / number of employees not left until Ti for all previous Ti period of times.

Extracted from HRIS:

A metric within the Turnover story chapter.

Experience Loss represents the total amount of organizational tenure lost in a given period as a result of voluntary turnover.

Experience Loss indicates one of the costs related to turnover. The quality of experience is quite important so you should explore break down by performance rating and other employee segments.

Experience Loss for a given period is calculated by adding up tenures of employees leaving the company in that period, expressed in years.

Extracted from HRIS:

A metric within the Turnover story chapter.

Compare this to the exit consideration metric to understand how proactive your organization is when an employee considers leaving.

Avoidable Turnover indicates the percentage of employees that communicated their considerations to change a job with superiors or HR Team. This metric is often observed alongside Exit Consideration to understand how proactively does the organization react once the employee starts considering leaving.

Avoidable Turnover is calculated as a ratio of number of employees leaving who communicated their exit consideration, and total number of employees voluntarily leaving the company in a given period.

Extracted from:

A metric within the Turnover story chapter.

Regrettable Exits are the ones when an employee's departure from a company has a negative impact on the team. It is measured by the direct manager's willingness to rehire employees and the assessment of competency loss that needs to be replaced in the team.

Regrettable Exits represent leaves that are unwanted by the organization and probably mean a good performer was lost. To create a strategy of retention and prevent such leaves in the future HR can observe reasons for leaving provided through the exit process.

Regrettable Exits is calculated as a ratio of number of employees leaving the company, who are also eligible for rehiring as indicated by their direct managers, and total number of employees leaving the company in a given period.

Extracted from HRIS.