Input
High Impact
The total number of employees currently in your company or team
High Impact
Your annual employee turnover rate as a percentage of total employees
18%
High Impact
The average annual salary of employees in your organization
Medium Impact
The average cost to recruit one employee (job board spend, agency fees, referral bonuses, sourcing tools)
Medium Impact
The average time it takes to fill a vacant position
45 days
Medium Impact
The average time it takes for a new hire to reach full productivity
60 days
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Results
Attrition Cost Breakdown
Based on your company size, attrition rate, and cost factors.
Critical Impact
Total Cost: $1,544,794.521
Organizational Impact
10.3%
Your attrition costs (10.3% of total salary budget) are extremely high. Immediate action is required to address retention issues, as this is dramatically affecting your financial performance.
Cost Breakdown
Recruitment Cost $512,876.712 (33%)
Onboarding Cost $270,000 (17%)
Lost Productivity $221,917.808 (14%)
Knowledge Loss $540,000 (35%)
5-Year Attrition Cost Projection
Based on current team size, attrition rate, and 10% annual team growth.
Metric
Year 1
Year 2
Year 3
Year 4
Year 5
Team Size
200
221
244
269
296
Employees Lost
36
40
44
49
54
Annual Cost
$1.54M
$1.72M
$1.89M
$2.10M
$2.32M
Cumulative Cost
$1.54M
$3.26M
$5.15M
$7.25M
$9.57M
Cost Growth Visualization
Year 1
$1.54M
Year 2
$1.72M
Year 3
$1.89M
Year 4
$2.10M
Year 5
$2.32M
5-Year Attrition Cost
At your current attrition rate of 18%, your company will spend approximately $9.57M on attrition costs over the next 5 years.
Annual Attrition Cost
$1.5M
Total annual cost of employee turnover
Employees Lost Annually
36
Based on 200 employees and 18% annual attrition
Organizational Impact
10.3%
Attrition cost as a share of total salary spend
Cost Per Employee Lost
$43K
Average cost each time an employee leaves
Recommended Actions
1
Turnover Is Now a Budget Line
Replacing leavers costs 10.3% of your total salary spend, roughly $1.5M a year across 200 people. That is payroll you are spending twice for the same work.
2
The Five-Year Number Is the Argument
Hold this attrition rate while the team grows 10% a year and you spend about $9.5M over five years replacing people you already hired. That is the figure to take to your CFO, not the annual one.
3
Time to Fill Is Doing Real Damage
You fill in 45 days and refill 36 seats a year. Every ten days you take off that average is worth about $74K a year, before you count the work the team did not do.
4
Critical Knowledge Loss Risk
Knowledge loss accounts for 35% of your total attrition cost. With 30% senior roles , implement knowledge management systems and create transition plans for key positions.
5
Tech Retention Runs on Growth, Not Perks
Engineers and product people usually leave because the next rung is not visible, not because of the snacks. Publish the technical career ladder, staff it with real promotions, and check whether your senior people have anywhere to go.
6
What a Retention Budget Would Have to Beat
Spend 3% of payroll, about $450K, and cutting turnover by just under a third returns roughly $463K. On your inputs that is a 1x return, which is the bar any proposal has to clear.
7
Find What Is Driving 18% Attrition
At 18% you replace 36 people a year out of 200. Before you fund a retention program, segment the leavers by manager, level and tenure. Turnover is rarely evenly spread, and the average hides the part you can actually fix.
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