Turnover Analyzer
Turnover for a period, with the arithmetic that produced it shown next to it, and the same file measured three defensible ways so you can see how much the choice is worth.
Reads .xlsx and .csv inside your browser. Your file never leaves your computer.
The spreadsheet
Drop a spreadsheet here
An employee list with a hire date and an end date for leavers.
“Turnover was 18.3%” is not an answer
It is the end of a calculation that had at least three choices in it. Every one of them is defensible and every one gives a different number, so a percentage on its own cannot be checked, cannot be reproduced, and cannot honestly be compared to last year unless last year used the same choices.
What average headcount means
Beginning plus ending over two is the common shorthand and it is fine in a stable year. Averaging each month end is more accurate and can differ by several points in a year of heavy hiring, because a workforce that doubled in December is not well described by its two endpoints. Beginning headcount alone is what some finance teams use and it produces the highest number of the three.
Whether to annualize
A quarter measured raw is not comparable to a year. Scaling it up assumes the remaining nine months look like the three you measured, which in a business with seasonal hiring they do not. Useful, as long as everyone reading it knows that is the assumption.
Who counts as a voluntary leaver
Your file has its own words for this. Rather than guessing at a taxonomy, the tool lists the distinct values in your reason column and asks which mean the person chose to go. Anything not selected counts as involuntary, so a redundancy is never quietly filed as a resignation.
Early attrition is a different problem
People leaving within ninety days of joining is usually a recruiting or onboarding problem rather than a retention one, and it can hide inside a perfectly ordinary annual figure. It is counted separately for that reason.