function calculateTurnover() {
// Get input values
var startCount = document.getElementById('startEmployees').value;
var endCount = document.getElementById('endEmployees').value;
var separations = document.getElementById('separations').value;
var errorMsg = document.getElementById('errorMsg');
var resultBox = document.getElementById('resultBox');
var turnoverDisplay = document.getElementById('turnoverResult');
var avgDisplay = document.getElementById('avgEmployeesResult');
// Reset error state
errorMsg.style.display = "none";
resultBox.style.display = "none";
// Validation
if (startCount === "" || endCount === "" || separations === "") {
errorMsg.innerText = "Please fill in all fields.";
errorMsg.style.display = "block";
return;
}
var startVal = parseFloat(startCount);
var endVal = parseFloat(endCount);
var sepVal = parseFloat(separations);
if (isNaN(startVal) || isNaN(endVal) || isNaN(sepVal) || startVal < 0 || endVal < 0 || sepVal < 0) {
errorMsg.innerText = "Please enter valid positive numbers.";
errorMsg.style.display = "block";
return;
}
// Calculation Logic
// 1. Calculate Average Number of Employees = (Start + End) / 2
var averageEmployees = (startVal + endVal) / 2;
if (averageEmployees === 0) {
errorMsg.innerText = "Average workforce cannot be zero.";
errorMsg.style.display = "block";
return;
}
// 2. Calculate Turnover Rate = (Separations / Average) * 100
var turnoverRate = (sepVal / averageEmployees) * 100;
// Display Results
turnoverDisplay.innerText = turnoverRate.toFixed(2) + "%";
avgDisplay.innerText = "Based on an average workforce of " + averageEmployees.toLocaleString() + " employees";
resultBox.style.display = "block";
}
Understanding the Employee Turnover Rate Formula
Employee turnover rate is a critical HR metric that measures the percentage of employees who leave an organization during a specific time period. High turnover can indicate dissatisfaction or poor management, while extremely low turnover might suggest stagnation. Calculating this figure accurately is the first step toward improving employee retention strategies.
The Calculation Formula
To calculate the turnover rate, you need three key data points: the number of employees at the start of the period, the number at the end, and the total number of employees who left (separations). The standard formula used by HR professionals is:
Turnover Rate = (Total Separations / Average Number of Employees) × 100
Where the Average Number of Employees is calculated as:
Average Employees = (Beginning Headcount + Ending Headcount) / 2
Step-by-Step Calculation Guide
Determine the Time Period: Decide if you are calculating monthly, quarterly, or annual turnover.
Count Beginning Staff: Note the total number of employees on the payroll on the first day of the period.
Count Ending Staff: Note the total number of employees on the last day of the period.
Tally Separations: Count how many employees left the company during this timeframe. This includes voluntary resignations, involuntary terminations, and retirements.
Apply the Formula: Input these numbers into the calculator above or do the math manually using the formula provided.
Realistic Example
Let's look at a practical example for a mid-sized technology company calculating their Q1 turnover rate:
Employees at Start (Jan 1): 200
Employees at End (Mar 31): 210
Employees who Left: 15
First, calculate the average workforce: (200 + 210) / 2 = 205.
Next, divide separations by the average: 15 / 205 = 0.0731.
Finally, multiply by 100 to get the percentage: 7.31%.
Why This Metric Matters
Tracking your turnover rate allows you to benchmark your organization against industry standards. A high rate often correlates with high replacement costs, lost productivity, and lower morale among remaining staff. By monitoring this metric regularly, HR departments can identify trends, assess the effectiveness of retention programs, and predict future hiring needs.
Frequently Asked Questions
What is a "good" turnover rate?
This varies widely by industry. Retail and hospitality often see turnover rates above 50%, while corporate sectors might aim for 10-15%. It is best to benchmark against your specific industry average.
Should I include temporary employees?
Generally, turnover calculations focus on full-time and part-time permanent employees. Temporary workers and contractors are usually excluded unless you are specifically measuring contingent workforce churn.