What is attrition rate?
Attrition rate, often called employee turnover rate, refers to the percentage of employees who leave an organization over a specific period of time and are not replaced. High attrition can signal problems in workplace culture, engagement, or leadership, while a stable attrition rate often indicates a healthy, sustainable workforce.
Types of attrition
- Voluntary Attrition – Employees leave by choice (e.g. better opportunity)
- Involuntary Attrition – Terminations, layoffs, performance-related exits
- Internal Attrition – Employees shift departments
- Demographic Attrition – Certain age or gender groups leaving more frequently
Why does your attrition rate matter?
Understanding and addressing the reasons behind your attrition rate is essential for maintaining a healthy, productive, and positive workplace environment. Here's why it matters:
1. Financial costs
High attrition often results in significant recruitment and training costs. Finding replacements and getting them up to speed can be both time-consuming and expensive. It can cost up to twice an employee’s salary to find and train a replacement.
2. Productivity impact
When an employee leaves, there's a potential disruption in workflow and loss of accumulated knowledge. This can impact team dynamics and overall productivity until a replacement is found and adequately trained.
3. Employee morale
A high attrition rate can negatively affect the morale of remaining employees. They might begin to question the company's stability or culture, leading them to consider alternative employment.
4. Talent loss
Attrition can result in the loss of skilled and experienced employees. Over time, this can erode the company's competitive edge if valuable talent is consistently moving to competitors or other industries.
5. Insight into workplace issues
A rising attrition rate can be a symptom of deeper organizational problems. By monitoring this metric, businesses can identify and address issues related to workplace culture, management practices, or employee dissatisfaction.
6. Reputation impact
High employee turnover can tarnish an organization's reputation in the job market and employer value proposition (EVP). This can make it challenging to attract top talent, as prospective employees may perceive frequent departures as a sign of internal issues or lack of growth opportunities.
7. Customer service and satisfaction
Frequent changes in personnel, especially in client-facing roles, can impact the quality of service provided to customers. Continuity in client relationships can be vital for maintaining trust and satisfaction levels.
How do you calculate attrition rate using an attrition formula?
Attrition Rate (%) = (Number of Employees Who Left ÷ Average Number of Employees) × 100. If 5 employees left in a month and your average workforce was 100, the attrition rate would be:(5 ÷ 100) × 100 = 5%
Attrition rate formula in HR
Calculate Attrition rate using a simple attrition formula for calculating your employee attrition rate is dividing the number of full-time employees who have left per month (called “separations”) by the average number of employees, and then multiplying that figure by 100.
To summarize, the attrition rate formula is: Attrition rate = (No. of separations / Avg. No. of employees) x 100.
Attrition rate calculator
What is considered a ‘high’ employee attrition rate?
A 'high' employee attrition rate is relative and can vary based on the industry, region, and specific circumstances of a company. If an organization is experiencing an attrition rate higher than its industry average, it's generally considered 'high'. For instance, the retail and hospitality sectors might naturally have higher attrition rates compared to industries like finance or technology. It's essential to benchmark against industry standards and consider factors like company size, location, and business model. Furthermore, the context is crucial: a high attrition rate in a company's top-performing segment or among its critical skills groups can be particularly alarming. Always analyzing the rate in relation to the broader business context will offer the clearest picture.
What are the different types of attrition rates?
Voluntary attrition:
Voluntary attrition refers to the type of attrition rate when the employee chooses to quit on their own. It can be for reasons such as:
- Personal reasons - Returning to school, personal or structural changes within the company
- Professional reasons - Dissatisfaction with current employer
- Internal Attrition - Moving within the company's teams/departments in search of a better skill fit.
- Demographic specific attrition - When a specific demographic, such as the elderly, or a specific gender, race, or ethnicity, leaves in large numbers.
Involuntary attrition:
Involuntary attrition refers to the type of attrition rate when the employee leaves for retirement or is terminated:
- Retirement.
- Employee dismissal or termination
- Death of the employee
Why does an employee attrition rate matter?
The attrition rate is a pulse check on your organization’s health. It reflects employee satisfaction, leadership effectiveness, and overall organizational culture. A rising attrition rate often signals deeper systemic issues — from toxic work environments to lack of growth opportunities.
Updated Insight (2025):
- The global average attrition rate in 2024 was 20.3%, up from 18.1% in 2023.
- Tech industry faced the highest attrition, averaging 58–60%, driven by burnout and aggressive talent poaching.
- Retail and manufacturing industries trailed close behind at 32.9% and 28.6% respectively.
Unless there is an extremely rigorous handover process, institutional knowledge will leave the organisation. This is due to the fact that it is nearly impossible to transfer all of an employee's knowledge gained over the years. Of course, this is true unless you have a process in place for next-level succession planning.
When someone leaves, the dynamics of a team change, and it can even harm the company's employer brand and employer value proposition (EVP). Recruiters, for example, frequently state that it is difficult to find new employees when the company has a history of high turnover. Their departure will have an effect on others who work close to them. This frequently has the effect of giving already overworked team members extra work. Additionally, their departure may have an adverse effect on staff morale, stress levels, and employee burnout, as well as the company's overall business success.
What is the difference between employee Attrition Rate and Turnover?
Employee Attrition occurs as a result of a planned exit, such as retirement, or for personal reasons. Attrition openings are usually planned or informed in advance, but they are not filled immediately.
Employee turnover, on the other hand, occurs as a result of poor employee-company and employee-job fit, as well as poor company culture, leadership, and so on. Employee turnover vacancies are unanticipated because the problems are with the company. The company issues must be addressed immediately, and the vacancies must be filled.
How can you decrease employee attrition?
Reducing the attrition rate is vital for maintaining a healthy organizational environment and optimizing productivity. Here are some effective strategies:
1. Foster employee engagement
Engaged employees are less likely to leave their jobs. Organizations can boost engagement by offering meaningful work, recognizing achievements, and promoting a sense of belonging. Regular feedback sessions and team-building activities can also promote a sense of community and purpose among employees.
2. Offer competitive compensation and benefits
Ensuring that employees receive competitive pay and benefits can be a significant factor in retention. This not only provides financial security but also demonstrates that the company values its employees and is willing to invest in their well-being.
3. Provide growth opportunities
Employees seek personal and professional growth. By offering training programs, workshops, and opportunities for skill development, companies can show their commitment to employee advancement. This fosters a sense of long-term commitment and reduces the likelihood of employees seeking growth opportunities elsewhere.
4. Maintain a positive work environment
A supportive work culture that encourages collaboration, innovation, and a healthy work-life balance can significantly reduce attrition. When employees feel respected, valued, and heard, they are more likely to stay committed to the organization its objectives and key result.
5. Regularly conduct exit interviews
Exit interviews provide invaluable insights into the reasons behind employee departures. By understanding the factors leading to resignations, organizations can address underlying issues, make necessary adjustments, and preemptively tackle problems that might lead to future attrition.
6. Implement effective leadership
Leadership plays a pivotal role in employee satisfaction and retention. Training managers to be effective leaders who motivate, guide, and support their teams can significantly reduce dissatisfaction and, in turn, attrition.
Is 0% attrition good?
A 0% attrition rate might initially seem like an ideal scenario for any organization, as it suggests absolute employee retention. However, the reality is more nuanced. While a low attrition rate often reflects positively on an organization, a 0% rate can have its drawbacks.
- Stagnation and lack of fresh ideas: A constant set of employees with no external inflow can lead to stagnation. New employees often bring fresh perspectives, innovative ideas, and diverse experiences which can invigorate a company's growth and adaptability. According to Hibob, while stability is essential, companies also thrive on new ideas and energy, which new hires can provide.
- Possible signs of complacency: While high employee retention is desirable, a 0% attrition might indicate complacency. Employees might be staying not because they're engaged and passionate, but because of a lack of motivation to seek better opportunities elsewhere. It’s important for companies to differentiate between loyal employees and those just content with the status quo.
- Natural career progression: Employees often leave organizations for genuine personal reasons or to pursue better career opportunities. A certain amount of attrition is natural and can even be a positive sign that employees are seeking to grow and develop, even if that means branching out.
- Potential overlook of internal issues: A 0% attrition rate might make companies overlook potential internal issues, believing that everything is perfect. It's essential to continually assess employee satisfaction and organizational health, irrespective of attrition rates, to ensure a genuinely engaged and content workforce.
Monitoring attrition rate isn’t just about tracking exits—it’s about understanding why employees leave and using that insight to build a better workplace.
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