.attrition-calculator-container {
max-width: 600px;
margin: 20px auto;
padding: 30px;
background-color: #f9f9f9;
border: 1px solid #e0e0e0;
border-radius: 8px;
font-family: Arial, sans-serif;
box-shadow: 0 4px 6px rgba(0,0,0,0.05);
}
.attrition-calculator-container h2 {
text-align: center;
margin-bottom: 25px;
color: #333;
}
.form-group {
margin-bottom: 20px;
}
.form-group label {
display: block;
margin-bottom: 8px;
font-weight: bold;
color: #555;
}
.form-group input {
width: 100%;
padding: 12px;
border: 1px solid #ccc;
border-radius: 4px;
font-size: 16px;
box-sizing: border-box;
}
.form-group input:focus {
border-color: #007bff;
outline: none;
}
.calc-btn {
display: block;
width: 100%;
padding: 14px;
background-color: #007bff;
color: white;
border: none;
border-radius: 4px;
font-size: 18px;
cursor: pointer;
font-weight: bold;
transition: background-color 0.3s;
}
.calc-btn:hover {
background-color: #0056b3;
}
.result-box {
margin-top: 25px;
padding: 20px;
background-color: #fff;
border: 1px solid #ddd;
border-radius: 4px;
display: none;
}
.result-row {
display: flex;
justify-content: space-between;
margin-bottom: 10px;
padding-bottom: 10px;
border-bottom: 1px solid #eee;
}
.result-row:last-child {
border-bottom: none;
margin-bottom: 0;
padding-bottom: 0;
}
.result-label {
color: #666;
}
.result-value {
font-weight: bold;
color: #333;
}
.final-rate {
color: #d9534f;
font-size: 1.2em;
}
.article-container {
max-width: 800px;
margin: 40px auto;
font-family: 'Segoe UI', Tahoma, Geneva, Verdana, sans-serif;
line-height: 1.6;
color: #333;
}
.article-container h2, .article-container h3 {
color: #2c3e50;
margin-top: 30px;
}
.article-container ul {
margin-bottom: 20px;
}
.article-container li {
margin-bottom: 10px;
}
.example-box {
background-color: #eef7ff;
padding: 15px;
border-left: 4px solid #007bff;
margin: 20px 0;
}
function calculateAttrition() {
// Get input values
var startCountStr = document.getElementById("startCount").value;
var endCountStr = document.getElementById("endCount").value;
var separationsStr = document.getElementById("separations").value;
// Parse values
var startCount = parseFloat(startCountStr);
var endCount = parseFloat(endCountStr);
var separations = parseFloat(separationsStr);
// Validation
if (isNaN(startCount) || isNaN(endCount) || isNaN(separations)) {
alert("Please enter valid numbers for all fields.");
return;
}
if (startCount < 0 || endCount < 0 || separations 0) {
attritionRate = (separations / avgHeadcount) * 100;
}
// Display Results
document.getElementById("dispAvg").innerText = avgHeadcount.toFixed(1);
document.getElementById("dispSeparations").innerText = separations;
document.getElementById("dispRate").innerText = attritionRate.toFixed(2) + "%";
// Show result box
document.getElementById("result").style.display = "block";
}
How to Calculate Attrition Rate for the Year
Calculating your annual attrition rate is a fundamental Human Resources metric that helps organizations understand employee turnover. A high attrition rate can indicate issues with company culture, compensation, or management, while a very low rate might suggest stagnation. This guide explains the standard formula used by HR professionals worldwide.
What is Attrition Rate?
Attrition rate, also known as the churn rate or turnover rate, measures the percentage of employees who leave an organization over a specific period. While it can be calculated monthly or quarterly, the annual attrition rate is the most common metric for long-term strategic planning.
The Annual Attrition Rate Formula
To calculate the attrition rate for the year, you need three key data points:
- Start Headcount: Number of employees on the first day of the year (Jan 1st).
- End Headcount: Number of employees on the last day of the year (Dec 31st).
- Separations: Total number of employees who left voluntarily or involuntarily during the year.
The calculation involves two steps:
Step 1: Calculate Average Headcount
First, find the average number of employees during the year.
Average Headcount = (Start Headcount + End Headcount) / 2
Step 2: Calculate Percentage
Next, divide the total separations by the average headcount and multiply by 100.
Attrition Rate = (Total Separations / Average Headcount) × 100
Real-World Example
Let's assume a software company had the following numbers for the fiscal year:
- Employees on Jan 1st: 200
- Employees on Dec 31st: 220
- Total employees who left during the year: 30
Step 1 (Average): (200 + 220) / 2 = 210 Average Employees.
Step 2 (Rate): (30 / 210) × 100 = 14.28%
This means the company had a 14.28% attrition rate for the year.
Why Does This Metric Matter?
Tracking annual attrition helps businesses in several ways:
- Cost Management: Replacing an employee can cost 50% to 200% of their annual salary.
- Trend Analysis: Comparing year-over-year rates helps evaluate the success of retention programs.
- Benchmarking: It allows companies to compare their retention against industry standards (e.g., Tech typically has higher attrition than Government).
Good vs. Bad Attrition
Not all attrition is bad. "Regrettable attrition" occurs when high performers leave, while "managed attrition" occurs when underperformers leave or are let go. When analyzing your rate, it is crucial to look at who is leaving, not just the raw percentage.