What is turnover costing you?
Put in three numbers about your frontline and see what people walking out the door costs you every year. Takes about thirty seconds, and nothing gets sent anywhere.
See it in dollars.
Hourly people on the floor, across all shifts.
People who left in the last 12 months, divided by your average headcount.
Base pay is fine. We assume 2,080 hours a year.
Adjust the cost of each departure
We start at 20%, the typical cost found across 22 case studies by the Center for American Progress for jobs paying $75,000 a year or less. Recruiting, overtime to cover the gap, training time, scrap and slower output from a new hire all land in this number.
every year, before anyone counts the hit to morale.
This is an estimate to start a conversation, using your inputs and published research. Your own HR data will tell the real story, and we're glad to walk through it with you.
Most of it walks out with a supervisor problem.
Most people who quit walk away from a supervisor. Usually it's someone who was great at the job, got promoted for it, and never got taught how to lead.
We train those leaders with TWI, the method built to get a workforce up to speed fast, then install a system that keeps them using it after we leave. One Midwest manufacturer cut its trailing twelve-month turnover from 49% to 36% in one year, on its own HR data.
Ready to keep more of your people?
Tell us how many leaders you have and where they work. We'll come back with a plan and a price.