Turnover rate

When we talk about the rate of staff turnover, we refer to the total number of employees who permanently leave an organization for good strong>, discounting major departures, such as retirement or death.
It helps us to: Measure job dissatisfaction, detect failures in the filters applied by the organization in the selection processes and consequently, in hiring.
Generally, it is usually calculated on a quarterly or annual basis, since doing it on a monthly basis does not reflect trends that may be happening in your company. So we show you how to calculate it annually, very simple [1] :

S = Separated employees during that year.
I = Total number of employees at the beginning of the year.
F = Total number of employees at the end of the year.
We also talk about it in our blog:
Why do employees leave the company?
Why do employees leave the company?

The real reasons for employee turnover are like those questions we don't want to know the answer to. Perhaps because, if we do, we should face our own mistakes. But isn't that what mistakes are for? We can learn and we must act accordingly, if we want to work in a company where people really like to be.

Say goodbye to turnover
Say goodbye to turnover

In Human Resources, reducing turnover rates is crucial. To tackle this issue effectively, it's essential to understand the reasons behind it and take steps to address them. In this post, we'll guide you on how to reduce turnover, enhance job satisfaction, and foster an organizational culture that encourages employees to stay with your company.