What Is Turnover Really Costing Your Organization?
Turnover costs tend to show up one employee at a time: another hire, another onboarding cycle, another person to train.
Use industry benchmarks or your own numbers to see what those costs may add up to across your workforce.
Your Estimated Annual Workforce Rebuilding Cost
$0
Based on the workforce assumptions you provided.
Published pricing begins at 10 eligible employees. Please contact us for assistance.
0
employees potentially leaving annually
0
Locations
$0
Per location / yr
Estimated Annual FUL Investment
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Sources for this estimate
Research-based defaults are provided for planning purposes and remain editable. Employer-provided turnover rate, turnover cost and margin data take precedence over industry benchmarks.
Why the Number Gets So Large
Replacing an employee costs more than recruiting someone new.
Turnover costs build from recruiting and selection through onboarding, training and lost productivity. Your estimate uses the cost benchmark for your industry, or your own figure if you entered one. Where that benchmark reflects hiring costs alone, the full cost of turnover is likely higher.
While each industry presents different total costs, here is a helpful table from Cornell that shows how the cost of turnover in hospitality breaks down across multiple lines.
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Productivity loss Ramp-up time, slower shifts, errors, and coverage gaps while new employees get up to speed.~52%
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Recruiting Job postings, advertising, and time spent sourcing and screening candidates.~20%
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Training & onboarding Wages and time required to train new employees before they reach full productivity.~14%
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Selection Interviewing, scheduling, and background checks.~11%
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Pre-departure Administrative work tied to offboarding and payroll processing.~3%
Most organizations experience these costs one employee at a time. Looking at the annual total makes it easier to see the pattern.
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