[Exits and offboarding](https://www.teampredict.ai/templates#exits) # Employee turnover report template A one-page turnover and attrition report with the headline numbers, a split by team, the reasons people left and the decision you need, to fill in, copy or download. Period Prepared by Date **Headline numbers** Columns: Measure, This period, Last period. 8 rows. Headcount at the start Headcount at the end Average headcount Separations Voluntary separations Regretted exits Turnover rate Voluntary turnover rate **Turnover by team** Columns: Team, Average headcount, Separations, Rate, Regretted exits. 5 rows. **Why people left** Count the primary reasons from your exit interviews. Columns: Primary reason, Exits, Share of exits. 5 rows. **What it means** What changed since last period, in one sentence The two reasons that matter most, and what we will do about each The decision or budget we need from leadership Last updated October 14, 2026 ## A turnover report shows who left, from where and why. A turnover report, which many teams call an attrition report, is the page leadership reads each quarter about people leaving. A good one answers four questions in order: how many left, which teams they left from, why they left, and what you propose to do about it. The headline is the turnover rate: separations divided by average headcount, multiplied by 100. Average headcount is the headcount at the start plus the headcount at the end, divided by two. The report then splits that number, because voluntary exits, regretted exits and one team's exits each tell a different story. ## Here is how to use the employee turnover report template in five steps. _Figure: How to use the employee turnover report template in 5 steps. Step 1: Fix the definitions. Step 2: Fill in the headline numbers. Step 3: Split by team. Step 4: Add the reasons. Step 5: End with a decision._ 1. **Fix the definitions.** Write down what counts as a separation and how you work out average headcount, and keep both the same every period. 2. **Fill in the headline numbers.** Enter the headcount at the start and the end, the separations, and how many were voluntary and regretted. The rates follow from those. 3. **Split by team.** A company-wide rate hides the team where the problem is. List each team with its own headcount and separations. 4. **Add the reasons.** Take the primary reasons from your exit interviews or your exit tracker and count them. 5. **End with a decision.** Close with what you will do and what you need. A report with no ask gets read and forgotten. ## Here is a worked example with invented names. Take an invented company, Osterlow Engineering. It starts the quarter with 240 employees and ends it with 250, and 12 people leave. Average headcount is (240 + 250) ÷ 2 = 245, so turnover is 12 ÷ 245 × 100, about 4.9% for the quarter. Nine of the 12 exits are voluntary, which is about 3.7%, and six are tagged regretted. On its own that looks calm. The split by team shows that the field service team, with an average of 40 people, had six separations: 15% in one quarter, and five of the six regretted exits. _Figure: A filled-in example. Osterlow Engineering, an invented company: one quarter. Headcount, start and end: 240 and 250, average 245. Separations: 12, of which 9 voluntary and 6 regretted. Turnover rate: 12 ÷ 245 × 100 ≈ 4.9% for the quarter. Voluntary turnover rate: 9 ÷ 245 × 100 ≈ 3.7%. Field service team: 6 separations on 40 people, 15%, 5 regretted. Primary reason in that team: Manager, 4 of 6. The ask: A round of skip-level meetings with the field service team before next quarter._ Four of the six field service leavers named their manager as the primary reason. The report ends with one ask: a round of skip-level meetings with the field service team before the next quarter. ## These mistakes spoil a turnover report. - Comparing a quarterly rate with an annual one without annualizing it first, which makes the quarter look far too low. - Dividing by the headcount at the start or the end instead of the average, which skews the rate in a company that is growing or shrinking. - Reporting one company-wide figure with no split by team. - Mixing layoffs into the voluntary numbers, so a restructuring reads as a retention problem. - Listing numbers with no reasons and no ask. One limit applies to every turnover report. The turnover rate is a lagging number: it moves late, so it can only confirm what already happened. Leading indicators move before the outcome: engagement scores, absenteeism and flight risk signals. If you track one of them, add it to the report. _Figure: Leading indicators move before the outcome: engagement scores, absenteeism and flight risk signals. The turnover rate lags: on the timeline it moves later, so it can only confirm what already happened._ ## People ask these questions about turnover reports. ### What is the difference between a turnover report and an attrition report? Most teams use the two names for the same report. Strictly, attrition means exits whose roles are not refilled, and turnover means all exits. Say at the top of the report which definition you used. ### How often should you produce a turnover report? Quarterly suits most companies. Monthly numbers in a small company jump around too much to read, and an annual report arrives too late to act on. Keep a monthly count for yourself if you want an early look. ### How do you calculate the turnover rate for the report? Divide the separations in the period by the average headcount for the same period and multiply by 100. Average headcount is the starting headcount plus the ending headcount, divided by two. To compare a quarter with a year, annualize the quarterly figure first. ### What should a turnover report include? The headcount at the start and the end, the number of separations, how many were voluntary and how many were regretted, the rate, a split by team, the main reasons people gave, and one recommendation. Splits by tenure and by manager are worth adding once the basics are steady. ### What is a good turnover rate? It depends on your industry, roles and region, and published benchmarks rarely say which population they measured. Your own trend is the more reliable comparison: a stable or falling voluntary rate with a small regretted share is a good sign. ## These glossary terms explain the ideas behind it. - [Turnover rate](https://www.teampredict.ai/glossary/turnover-rate) The turnover rate is the percentage of your workforce that left during a period. - [Voluntary turnover](https://www.teampredict.ai/glossary/voluntary-turnover) Voluntary turnover is a departure the employee chose: a resignation, a retirement, or a move to another employer. - [Regretted attrition](https://www.teampredict.ai/glossary/regretted-attrition) Regretted attrition is a departure the company did not want: someone whose performance, skills or relationships you would have paid to keep. - [Headcount and average headcount](https://www.teampredict.ai/glossary/headcount) Headcount is the number of employees on the payroll at a point in time. Average headcount is the average across a period, and it is the denominator in most turnover and retention formulas. - [Attrition](https://www.teampredict.ai/glossary/attrition) Attrition is headcount lost when employees leave and the role is not backfilled, so the position disappears from the org chart. ## These pages on this site go deeper. - [How to calculate turnover rate](https://www.teampredict.ai/blog/employee-turnover-rate) - [Attrition rate explained](https://www.teampredict.ai/blog/attrition-rate) ## These templates pair well with this one. - [Exit interview tracking spreadsheet](https://www.teampredict.ai/templates/exit-interview-tracker) One row per leaver, eight columns, and a short review for the quarter. - [Employee retention plan template](https://www.teampredict.ai/templates/retention-plan) Four measures, three reasons, the roles you cannot lose and the actions with owners. - [Exit survey template](https://www.teampredict.ai/templates/exit-survey) Twelve questions a leaver answers in writing, in about ten minutes. ## Work out your own turnover rate. Enter your headcount at the start and end of the period and the number of separations, and the free calculator runs the formula and shows the annualized figure. [Calculate your turnover rate](https://www.teampredict.ai/tools/employee-turnover-rate-calculator) Free, no signup required. About TeamPredict TeamPredict is retention early-warning software that flags resignation risk from public LinkedIn signals, so you have lead time to keep the people you want to keep. [See how TeamPredict works](https://www.teampredict.ai/retention-software) [Back to the HR templates](https://www.teampredict.ai/templates), where all 22 are listed.