If in the month of August, out of 50 employees, 18 employees leave, what is the attrition rate of such a call center? What is the industry practice to calculate it - monthly or yearly? Please depict the method.
From India, Delhi
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5From India, Delhi
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Formula to Calculate Attrition Rate
The formula to calculate the attrition rate is as follows:
ATTRITION RATE = (Number of Attritions × 100) / (Actual Employees + New Joined) / 100.
Example Calculation
- **Actual Employees:** Number of people left, Number of Joined, Total Employees
- (Opening BAL) (Number of Attritions) (New Joined)
- 150 20 25
Attrition rate = ((20 × 100) / (150 + 25)) / 100
This results in 0.1142, i.e., 11.42%.
Now, as you had 150 previously and 25 joined, it makes 150 + 25 = 175. If you calculate 11.42% of 175, i.e., 175 × 0.1142 = 20, it clearly shows that 175 - 20 = 155.
The current headcount is 155, and your attrition rate is 11.42%, indicating you lost 20 employees out of 150, and 25 more joined, which in total counts to 175.
Regards
From India, Visakhapatnam
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The formula to calculate the attrition rate is as follows:
ATTRITION RATE = (Number of Attritions × 100) / (Actual Employees + New Joined) / 100.
Example Calculation
- **Actual Employees:** Number of people left, Number of Joined, Total Employees
- (Opening BAL) (Number of Attritions) (New Joined)
- 150 20 25
Attrition rate = ((20 × 100) / (150 + 25)) / 100
This results in 0.1142, i.e., 11.42%.
Now, as you had 150 previously and 25 joined, it makes 150 + 25 = 175. If you calculate 11.42% of 175, i.e., 175 × 0.1142 = 20, it clearly shows that 175 - 20 = 155.
The current headcount is 155, and your attrition rate is 11.42%, indicating you lost 20 employees out of 150, and 25 more joined, which in total counts to 175.
Regards
From India, Visakhapatnam
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Formula for calculating attrition rate.
ATTRITION RATE
[(No. of attritions) / (Opening headcount + New Joined)] * 100
Examples:
As per your example:
No. of Head Counts at the start of the month: 100
No. of additions in a month: 50
Attrition: 20
Closing Head Counts at the end of the month: 100 + 50 - 20 = 130
Formula for calculation of Attrition is: 20 * 100 / 130 = 15.38%
As per the formula shown above:
Attrition rate = [20 / (100 + 50)] * 100 = 13.33%
I think the formula I have shown is correct. Please check yours.
Regards,
Senthil
From India, Madras
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ATTRITION RATE
[(No. of attritions) / (Opening headcount + New Joined)] * 100
Examples:
As per your example:
No. of Head Counts at the start of the month: 100
No. of additions in a month: 50
Attrition: 20
Closing Head Counts at the end of the month: 100 + 50 - 20 = 130
Formula for calculation of Attrition is: 20 * 100 / 130 = 15.38%
As per the formula shown above:
Attrition rate = [20 / (100 + 50)] * 100 = 13.33%
I think the formula I have shown is correct. Please check yours.
Regards,
Senthil
From India, Madras
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Understanding Attrition Rate Calculations
Attrition rate calculations must have a base. It is first decided what the actual headcount required for an organization to sustain and operate its complete business activity is. Second, it is also presumed that there will always be an incoming and outgoing flow, which may depend on the qualitative aspect of the organization and employees' response and acceptance to the work environment.
A question arises here: are we considering the employees who are serving under notice period and probation/observations?
In view of the above, the attrition rate would, therefore, include the number of employees actually left out and the actual number of employees who are existing and rendering the output, plus the new joiners who deliver the output from day one. Requesting all members to kindly shed some light on the above.
Thanks,
Bijay
From India, Vadodara
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Attrition rate calculations must have a base. It is first decided what the actual headcount required for an organization to sustain and operate its complete business activity is. Second, it is also presumed that there will always be an incoming and outgoing flow, which may depend on the qualitative aspect of the organization and employees' response and acceptance to the work environment.
A question arises here: are we considering the employees who are serving under notice period and probation/observations?
In view of the above, the attrition rate would, therefore, include the number of employees actually left out and the actual number of employees who are existing and rendering the output, plus the new joiners who deliver the output from day one. Requesting all members to kindly shed some light on the above.
Thanks,
Bijay
From India, Vadodara
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Understanding Attrition: A Comprehensive Overview
Attrition is generally considered on the following basis:
OPENING + ADDITION – DELETIONS = CLOSING
ATTRITION % = (DELETIONS / (OPENING + ADDITION)) * 100
However, if you want to be a little more detailed, you could consider the following elements:
Types of Employee Turnover
Attrition or Employee Turnover is the exit of individuals from the organization. Broadly, four types of exit can be considered:
- **Functional Turnover** – This is the exit in which poor performers leave (can also be called Forced Attrition).
- **Dysfunctional Turnover** – This is the turnover in which good performers leave (this is the regular form of attrition).
- **Avoidable Turnover** – This is a situation where the exit could have been avoided (situations arising due to, say, poor handling of a situation by a boss that makes a person leave even though he/she may not have planned to).
- **Unavoidable Turnover** – This is a situation where the turnover cannot be avoided (for example, death while at work, illness at work, transfer of a spouse to a new location, etc.).
Thus, from above, it can be seen there are three areas where we do not have control but one where we decide. Thus, in my opinion, to arrive at the real attrition, we should remove the exits arising out of the Functional, Avoidable, and Unavoidable turnover and consider only the Dysfunctional Turnover.
This would give a more realistic attrition calculation.
Regards,
S Venkateshwaran
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Attrition is generally considered on the following basis:
OPENING + ADDITION – DELETIONS = CLOSING
ATTRITION % = (DELETIONS / (OPENING + ADDITION)) * 100
However, if you want to be a little more detailed, you could consider the following elements:
Types of Employee Turnover
Attrition or Employee Turnover is the exit of individuals from the organization. Broadly, four types of exit can be considered:
- **Functional Turnover** – This is the exit in which poor performers leave (can also be called Forced Attrition).
- **Dysfunctional Turnover** – This is the turnover in which good performers leave (this is the regular form of attrition).
- **Avoidable Turnover** – This is a situation where the exit could have been avoided (situations arising due to, say, poor handling of a situation by a boss that makes a person leave even though he/she may not have planned to).
- **Unavoidable Turnover** – This is a situation where the turnover cannot be avoided (for example, death while at work, illness at work, transfer of a spouse to a new location, etc.).
Thus, from above, it can be seen there are three areas where we do not have control but one where we decide. Thus, in my opinion, to arrive at the real attrition, we should remove the exits arising out of the Functional, Avoidable, and Unavoidable turnover and consider only the Dysfunctional Turnover.
This would give a more realistic attrition calculation.
Regards,
S Venkateshwaran
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Hi, Please see the below calculation and its right. Calculation opening 50 closing 32 People attrited 18 Average Head count for Aug 41 Attrition % (People attrited / Avg HC) 44%
From India, Mumbai
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From India, Mumbai
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Dear TeamHR2010 36% is the attrition rate for the month of August. It should be calculated Monthly wise so as to minimize the attrition rate. Thanks and Regards Narendar Paleti
From India, Hyderabad
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From India, Hyderabad
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