Estimate the possible retention effect of an employee learning program by comparing baseline and current turnover for the same workforce. The calculator translates the percentage-point change into employees retained and a planning-level cost impact.
A positive result indicates fewer estimated exits than the baseline would predict. It does not by itself establish that the initiative caused the difference.
Turnover is affected by labor markets, pay, management, reorganizations, and workforce mix. Use a comparable baseline.
For 600 employees, turnover falling from 18% to 14% implies 24.0 retained employees. At $25,000 per exit, gross avoided cost is $600,000 and net impact after a $120,000 program is $480,000.
Include the employee population that is eligible for the learning program initiative and use the same population for every input.
Yes. Use headcount when the decision concerns people; use FTEs when workload capacity is the focus. Do not mix the two.
Use fully loaded compensation when estimating economic impact. If only salary is available, treat the result as a lower-bound estimate.
Recalculate after each measurement period or whenever headcount, compensation, participation, or outcome assumptions materially change.
No. It is a planning estimate. A comparison group or well-designed before-and-after analysis is needed to support a causal claim.
| Input | Use |
|---|---|
| Baseline rate | Expected turnover without observed improvement |
| Current rate | Observed turnover for the covered group |
| Replacement cost | Economic cost assigned to one exit |