You’ll find out in just a few simple questions.
And if you want to dive deeper in the Click Boarding platform and see how we support gains like these, explore the platform.
What industry are you in?
We'll use this to suggest an average wage. You can adjust it on the next screen.
What's the average pay for the roles you're losing?
We've pre-filled a 1 government wage benchmark for your industry. Overwrite it if you know your own number.
How many total employees do you have?
What's your voluntary turnover rate?
Employees who chose to leave, as a percentage of total headcount, over the last 12 months.
What's your involuntary turnover rate?
Layoffs, terminations, and role eliminations, as a percentage of total headcount, over the last 12 months. Enter 0 if you'd rather leave this out.
Your estimated annual cost of turnover
$0
Voluntary exits
0
Involuntary exits
0
Cost per exit
$0
What if you reduced turnover?
Organizations with highly engaged teams see meaningfully lower turnover 2. Drag the slider to model a realistic improvement for your organization.
$0
estimated annual savings
You know turnover’s expensive, but putting an actual number to it may surprise you.
A review of 30 case studies by the Center for American Progress found that replacing an employee typically costs about one-fifth of that employee’s annual salary.
The median across non-executive roles was 21%, and roles under $30,000 came in closer to 16%. Most of those studies counted direct costs only, such as recruiting, screening, and training. Only two of the eleven papers included indirect costs like lost productivity, vacancy coverage, and reduced morale, so the true figure is often higher.
On the hiring side, SHRM’s 2025 Benchmarking Report puts the average cost per hire for non-executive roles at $5,475. We use that as a floor in our calculations, so numbers you see in our calculator are conservative by nature – making them much more defensible.
Retention is tied to engagement. Gallup’s Q12 Meta-Analysis (2024) covers more than 180,000 teams. It found that teams in the top quartile for engagement had 21% less turnover in high-turnover organizations, and 51% less in low-turnover organizations, than teams in the bottom quartile.
Those figures compare top-quartile and bottom-quartile teams, so it takes a more holistic view – one single change can’t deliver all of this, though upgrading your processes around retention built around a purpose-built platform certainly can help! So, to give you a range, you can model what incremental improvement looks like for your specific situation.
The formula itself is simple: Annual turnover cost = (total employees × (voluntary rate + involuntary rate)) × the greater of (average annual salary × 21%) or $5,475.
Let’s say you run a retail store with 250 employees. Using the following numbers:
18% voluntary turnover, 4% involuntary, $35,400 average salary (~$18 an hour)
First, we take exits per year, with breakdown of voluntary vs. involuntary
Then, we factor in cost per exit. To be safe, we’ve aimed low for what replacement costs are (21% default), though you can sub in SHRM’s $5,475 as a safe standard from their benchmarking.
Add in annual cost of turnover (total exits times cost per exit), a bare-mininum cost, and then potential savings (costs x turnover reduction, which you can self-select) and that’s how you quickly calculate a ballpark ROI.
Of course, if you want more firm numbers, we provide those! Get a demo of Click Boarding and see what even greater ROI looks like.
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