Involuntary Turnover Rate
This PDF report includes benchmarking data (in a visual, chart-based format), an comprehensive KPI definition, characteristics of high performers and technical details on measuring Involuntary Turnover Rate. Purchase and download this easy-to-understand, presentation-ready report immediately to compare performance levels, set attainable performance targets, and push towards best-in-class performance for this KPI.
What is Involuntary Turnover Rate?
The number of employees who left the company involuntarily (i.e., those who were fired or dismissed from their position) divided by the average number of employees working for the organization (company-wide) over the same period of time, as a percentage.
Why should Involuntary Turnover Rate be measured?
Turnover Rate (Involuntary), from a high level perspective, measures the organization's ability to attract, develop and retain high quality employees on an ongoing basis. A high rate of involuntary separations can be related to poor employee screening processes (e.g., lack of appropriate integrity tests, technical assessments, etc.), related missteps during the hiring process (e.g., applicant was not properly briefed on job duties, unqualified applicant was hired, etc.), improper management practices, poor training programs, and/or simple employee underperformance (e.g., low productivity, work quality, poor attitude, etc.). While a certain amount of turnover is unavoidable, exit interviews and other similar methods should be employed to determine what, if anything, could have been done differently by both parties to avoid the separation. The business impact of high involuntary turnover can be twofold: recruiting and hiring costs are increased, while departmental productivity, morale and work quality may also be negatively impacted.
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