Departures ÷ average employment × 100.
Free workforce planning tool
What is employee turnover really costing you?
Estimate turnover rate, cost per departure, annual financial impact, and the value of a realistic improvement—without providing an email address.
Calculate your turnover cost ↘Your workforce assumptions
Put real numbers behind the turnover conversation.
Change any input. Results update instantly, and no contact information is required.
ODNA® Talent estimateBased on your inputs
Estimated annual turnover impact$1,305,000
Annual turnover rate18%
Cost per departure$29,000
Potential annual savings$195,750
Departures potentially avoided6.8
How this estimate works
Discuss these results ↗45 departures × $29,000 estimated cost per departure = $1,305,000.
Planning estimate only. Actual turnover costs and outcomes vary by role, organization, labor market, and operating conditions.
Transparent methodology
Every number should be easy to challenge.
The calculator uses your workforce data and your own replacement-cost assumption. That makes the result a planning model—not a sales claim hidden behind a generic industry average.
The turnover-rate calculation uses annual departures divided by average employment, consistent with the annual rate relationship described by the U.S. Bureau of Labor Statistics JOLTS methodology ↗. Cost and savings estimates use the assumptions you select.
Average salary × your replacement-cost percentage.
Departures × estimated cost per departure.
Annual impact × your improvement target.
From cost awareness to better decisions
Turnover is an outcome. Start with the role.
Compensation, management, workload, opportunity, culture, labor-market conditions, and job fit can all influence turnover. ODNA® Talent strengthens one important part of the system: defining what the job requires and giving decision-makers more relevant evidence before and after the hire.
See the role-first process ↗The ODNA® Talent positionNo assessment can guarantee retention.
Job-relevant assessment data can support stronger hiring, structured interviewing, onboarding, coaching, and development when it is combined with other evidence and accountable human judgment.
Frequently asked questions
Questions about turnover cost Clear answers.
Practical guidance about the platform, its use, and the workforce decisions it supports.
How is employee turnover rate calculated?+
The calculator divides employee departures during the selected 12-month period by average employment during that period, then multiplies the result by 100.
What should be included in replacement cost?+
Use an estimate appropriate to your organization. It may include recruiting, screening, manager time, onboarding, training, lost productivity, vacancy coverage, and operational disruption.
Does the calculator predict how much ODNA Talent will save?+
No. The savings figure is a planning scenario based on the improvement target you select. It is not a promise, forecast, or guarantee of performance.
How can ODNA Talent support a turnover strategy?+
ODNA Talent helps organizations define role requirements, build job-relevant assessments, add structured interview guidance, and review workforce evidence more consistently. Turnover has many causes, so assessment should remain one part of a broader strategy.
Do I need to provide contact information to use the calculator?+
No. The calculator works without an email address. If you choose to discuss the results, the contact form can carry your estimate into the conversation.
A focused platform demonstration
Bring the estimate. Then bring one role. See the difference.
See how ODNA® Talent builds assessment direction around the work and turns results into practical manager guidance.
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