Let's look at a car wash with tire fitting functionality as an example. As of January 1, 2021, there were eight car wash attendants, one tire fitting specialist, and one administrator working there. It turned out that one car wash attendant left the company, and the second was fired in March for failure to perform his duties. Three car wash specialists were hired to replace them in March.
Example of calculating the turnover rate
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In April 2021, the manager decided homeowner database to increase the staff and created a vacancy for one more tire fitter and one administrator. In July, one current tire fitter left of his own accord, and in September, a washer was fired. In October, two washers and one tire fitter were hired. There were no staff changes or reshuffles the rest of the time.
Now we can calculate the indicators based on data for 2021:
January - 10 people;
February - 10 people;
March - 11 people (10-2+3);
April – 12 people (11+2);
May - 13 people;
June - 13 people;
July - 13 people (13-1);
August - 12 people;
September - 12 people (12-1);
October – 13 people (11+3);
November - 14 people;
December - 14 people.
Here, the data for the beginning and end of the month are taken into account, so the average number does not coincide with the current one. Thus, during 2021, at the initiative of employees and management, the company lost four employees. To calculate the staff turnover for this period, you should first determine the average headcount of employees. It will be:
(10 + 10 + 11 + 12 + 13 + 13 + 13 + 12 + 12 + 13 + 14 + 14) / 12 = 12.25 people
Now you need to substitute the required values into the turnover rate formula. The calculation for our case will look like this:
KTK = (USZh + UIR) x 100% / SC = 4 x 100% / 12.25 = 32.65
It is safe to say that the figure was 32.65%. The number is not critical, so there is no need to panic in such a situation. But it is necessary to understand what is happening with the staff, why there were layoffs, what factors contributed to this.
It is one thing to leave a company due to relocation, but there are facts when employees were fired due to non-compliance with labor discipline. This means that you need to pay attention to other applicants, clearly define the requirements and rules, and prescribe sanctions for non-compliance with the conditions.
It is also recommended to raise the salary bar so that employees are motivated not to move to competitors where work is valued higher. Using simple formulas, you can answer the question of why there is staff turnover in the company and take action.
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