The toolkit · Turnover cost
What is turnover costing you?
Enter your headcount, salary, and turnover rate. See the annual cost of attrition and how much of it you could prevent.
Annual cost of turnover
~9 people leave a year · $63,750 to replace each · $47,813/month
About $286,875 of that may be preventable. Better connection will not fix every resignation, but it can reduce the avoidable ones.
Your team
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Not sure? Use your own voluntary turnover rate if you have it, or test a planning range around 15 to 20 percent.
Replacing someone costs a share of their salary once you count recruiting, onboarding, and lost productivity.
Many voluntary exits have some preventable component. Drag to match your own read rather than treating this as a fixed benchmark.
Where the cost goes
A typical split of what it takes to lose someone and bring their replacement up to speed.
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Why calculate the cost of employee turnover?
Turnover hides in plain sight. A resignation looks like a single event, so the cost feels like a one-off. But every departure sets off a chain of spending that rarely lands on one budget line. Recruiters, hiring managers, the empty seat, and the months it takes a new hire to reach full speed all add up, and most of it never gets counted in one place.
Putting an annual figure on it changes the conversation. When you can show that attrition is costing six or seven figures a year, and that a large share of it is preventable, retention stops being a soft topic and becomes a budget line worth defending.
How the math works
Multiply your headcount by your annual turnover rate to get the number of people who leave in a year. Multiply that by the cost to replace one person, which is expressed as a percentage of their salary. The result is your annual cost of turnover. The preventable figure is simply the share you believe a better experience could have saved.
What counts in the cost to replace someone
Estimates vary by role, but the components are consistent. Recruiting and hiring covers job ads, agency fees, and the time spent interviewing. Onboarding and training covers equipment, systems, and the people who bring the new hire up to speed. The empty seat means work goes undone or gets spread across the team. And a new hire takes months to reach the output of the person who left. The presets use planning ranges: 30 percent of salary for frontline roles, 75 percent for professional roles, and 150 percent for managers or specialists.
How much turnover is preventable
A large share of voluntary exits are avoidable. People leave when they feel disconnected, unrecognised, or invisible on their own team, and those are the parts a manager and a team can actually influence. Pay and title matter, but so does whether someone feels like they belong. The preventable slider lets you set your own estimate and see what that portion is worth.
If the number is high because connection is weak, use the team connection assessment or read what to do after an employee engagement survey to turn the cost into an action plan.
Is the number precise?
No. You are using averages, an estimate of replacement cost, and your own read on what is preventable. This is a decision-making tool, not an audited figure. A defensible range is far more useful in a budget conversation than a false sense of precision.
Methodology and assumptions
This calculator is built for planning conversations, not financial reporting. It uses three inputs you can defend in a deck: people who leave each year, the cost to replace each person, and the share you believe better connection or manager follow-through could influence. The role presets are editable planning assumptions, so swap in your own HR, finance, or industry benchmarks when you have them.
Is my data safe?
Yes. Everything happens in your browser. Your inputs are saved to local storage on your device and never sent to our servers. There is no account and no tracking of what you type. When you close the tab, the calculation goes with it.