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This article was co-written by Michael R. Lewis. Michael R. Lewis is a retired Texas executive, entrepreneur and investment advisor. He has over 40 years of experience in Business & Finance, including the position of Vice President of Blue Cross Blue Shield of Texas. He holds a BBA in Industrial Management from the University of Texas at Austin.
This article has been viewed 31,730 times.
The company’s turnover rate is the percentage of the company’s employees who voluntarily quit their jobs. The turnover rate is also known as the severance rate or job hopping rate. If your company’s turnover rate is high, it can cost you a lot of money to constantly change employees. Furthermore, customers may assume that the value of your product or service is reduced because of a reduced workforce or a lack of morale or motivation among the remaining employees. And if your brand is harmed it can seriously affect your own business results.
Steps
Calculating leave rate
- Substitute the data into the following formula: Attrition rate = Number of Leaves/Average Number of Employees * 100.
- For example, suppose a telecommunications company had 150 employees as of April 1, 2015. During that month, 20 employees voluntarily left the company. In addition, the company hired 25 new employees.
- First, calculate the average number of employees. The initial count is 150. If 20 people leave and 25 are new hires, the number of employees at the end of the month is 155. The average number of employees for that month can be calculated by the equation: (150+155)/2=152,5{displaystyle (150+155)/2=152.5} .
- The next step is to calculate the monthly turnover rate. This month, 20 people were laid off, and the average number of employees was 152.5. The monthly turnover rate can be calculated according to the following equation (20/152,5)∗100=0,1311∗100=13,11{displaystyle (20/152.5)*100=0.1311*100=13.11}
- Thus, the company’s absenteeism rate in April 2015 was 13.11%.
- The number of employees on April 1, 2015 was 150. During the whole second quarter, 30 people quit and 40 new employees were hired. Therefore, the number of employees at the end of the quarter as of June 30, 2015 was150−30+40=160.{displaystyle 150-30+40=160.}
- The average number of employees in the quarter was (150+160)/2=155{displaystyle (1550+160)/2=155} .
- The turnover rate in the second quarter of 2015 was (30/155)∗100=19,35{displaystyle (30/155)*100=19,35} , or 19.35%.
- Assume that the telecommunications company in the above example has a total of 62 employees leaving for the whole year.
- They often hire 20% more staff in the last quarter of the year – the busiest season. So the company had an average of 155 employees in the first three quarters, and an average of 186 employees in the last quarter.
- There are four quarters in a year, so you can calculate the average number of employees using the following formula (155∗0,75)+(186∗0,25)=(116,25+forty six,5)=162,75{displaystyle (155*0.75)+(186*0.25)=(116.25+46,5)=162.75} .
- You can also use the number of workweeks to calculate. There are 52 weeks in a year, 39 weeks in the first three quarters, and 13 weeks in the last quarter. Calculate the average number of employees according to the formula ((155∗39)/52))+((186∗13)/52))=116,25+forty six,5=162,75{displaystyle ((155*39)/52))+((186*13)/52))=116.25+46.5=162.75} .
- Finally, based on the number of working hours to calculate. In a year there were 2,080 hours worked, in the first three quarters 1,560 hours, and in the last quarter 520 hours. Calculate according to the formula ((155∗1,560)/2.080))+((186∗520)/2.080))=116,25+forty six,5=162,75{displaystyle ((155*1.560)/2,080))+((186*520)/2,080))=116.25+46.5=162.75}
- The average number of employees of this company is 162.75.
- Calculate the annual leave rate according to the formula (62/162,75)∗100=38,09{displaystyle (62/162.75)*100=38.09} , or 38.09%.
Forecast of turnover rate
- Use the formula CHEAPa=first+CHEAPctwelfth/WOMEN−first∗100{displaystyle R_{a}=1+R_{c}^{12/N}-1*100} .
- CHEAPa{displaystyle R_{a}} = annual leave rate
- CHEAPc{displaystyle R_{c}} = cumulative leave rate
- WOMEN{displaystyle N} = observation time.
- Calculate the cumulative leave rate. The average number of employees is 2,048.5 ( (2.050+2.047)/2=2,048,5{displaystyle (2.050+2.047)/2=2,048.5} ). The cumulative turnover rate is 6.1% ( (125/2.047)∗100=6,ten{displaystyle (125/2.047)*100=6,10} ).
- Convert turnover rate to annual rate. The cumulative attrition rate was 6.1% and the observation period was 5 (January to May was five months).
- CHEAPa=first+0,061twelfth/5−first∗100{displaystyle R_{a}=1+0.061^{12/5}-1*100}
- CHEAPa=first,0612,4−first∗100{displaystyle R_{a}=1,061^{2,4}-1*100}
- CHEAPa=first,153−first∗100{displaystyle R_{a}=1,153-1*100}
- CHEAPa=0,153∗100=15,3{displaystyle R_{a}=0,153*100=15,3}
- The annual turnover rate is 15.3%.
- Calculate the cumulative turnover rate for the quarter. The average number of employees is 2,048 ( (2.049+2.047)/2=2,048{displaystyle (2.049+2,047)/2=2,048} ). The cumulative absenteeism rate in these two months is 1.81% ( (37/2,048)∗100=first,807{displaystyle (37/2.048)*100=1,807} )
- Infer the turnover rate for the rest of the quarter. The cumulative attrition rate was 1.81% and the number of periods observed was 2 (April and May).
- CHEAPa=first+,01813/2−first∗100{displaystyle R_{a}=1+,0181^{3/2}-1*100}
- CHEAPa=first,0181first,5−first∗100{displaystyle R_{a}=1,0181^{1.5}-1*100}
- CHEAPa=first,02727−first∗100{displaystyle R_{a}=1,02727-1*100}
- CHEAPa=0,02727∗100=2,727{displaystyle R_{a}=0.02727*100=2.727}
- The predicted turnover rate for the second quarter is 2.73%.
Analysis of the effect of absenteeism
This article was co-written by Michael R. Lewis. Michael R. Lewis is a retired Texas executive, entrepreneur and investment advisor. He has over 40 years of experience in Business & Finance, including the position of Vice President of Blue Cross Blue Shield of Texas. He holds a BBA in Industrial Management from the University of Texas at Austin.
This article has been viewed 31,730 times.
The company’s turnover rate is the percentage of the company’s employees who voluntarily quit their jobs. The turnover rate is also known as the severance rate or job hopping rate. If your company’s turnover rate is high, it can cost you a lot of money to constantly change employees. Furthermore, customers may assume that the value of your product or service is reduced because of a reduced workforce or a lack of morale or motivation among the remaining employees. And if your brand is harmed it can seriously affect your own business results.
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