RetentionSavings gives owners the real number, not a guess

Retention Savings

Find out what employee turnover is costing your company. Estimate hidden hiring expenses, overtime, missed work, training time, and the savings you could create by keeping more good employees.

Calculate my savings Show hidden costs

CostROI

People lost last year 32

EXITS

Avg. salary $52K

SALARY

Estimated annual loss $532K

6 Places turnover quietly costs the business

3x Retention savings scenarios for quick ROI planning

Live Change assumptions and see the dollars move instantly

Put a dollar amount on employee turnover.

Use your best estimates. Even conservative numbers can show whether turnover is a minor inconvenience or a serious profit leak inside the company.

Company snapshot

Start with the size of your team and how many people you had to replace in the last 12 months.

How many employees do you have today?

How many employees left in the last 12 months?

Average annual salary for the roles you replace most

Which role type turns over most often?

Cost to replace one employee

Include both the invoices you pay and the owner or manager time spent finding the right person.

Recruiting, ads, screening, and background checks per hire

Owner or manager hours spent interviewing per hire

Approximate hourly cost for that manager time

Average days the position stays open

Onboarding investment

New hires cost money before they produce at full strength. Capture the training, setup, and supervision required.

Do new hires receive formal training?

Training hours required per new employee

Hourly cost of the trainer, manager, or lead employee

Equipment, software, uniforms, and setup cost per hire

Operational disruption

This is where turnover often hurts most: the role sits open, work gets delayed, and the replacement takes time to catch up.

When the role is vacant, what usually happens to the work?

Does a new employee start below full productivity?

Months until they perform like an experienced employee

Average productivity gap during ramp-up

Retention levers

Identify whether benefits, pay, flexibility, management, or career path may be contributing to preventable turnover.

Benefits your company currently offers

Health Insurance Dental Vision 401(k) Life Insurance PTO Employee Discounts Wellness Programs

Do employees mention benefits or compensation when they leave?

What turnover reduction would be meaningful?

Where would you invest first to keep good employees?

Your real turnover cost is usually hiding in plain sight.

Most owners see the job posting, the recruiter fee, or the open role. The bigger hit is often the disruption around it: managers pulled away, overtime added, customers waiting, and new hires taking months to reach full speed.

Replacement costs

Every exit starts a new search: ads, recruiters, screening, background checks, interviews, and management time that could be spent running the business.

Work that slows down

Open seats delay service, stretch your best people, increase overtime, and can create missed sales or lower customer satisfaction.

Ramp-up drag

New employees need tools, training, supervision, and time before they produce like the person who left.

Profit protection

Reducing preventable turnover protects margin, keeps teams stable, and can free up cash for benefits, raises, hiring, or growth.

What the estimate includes.

The goal is to give owners a practical decision-making number. It combines the visible costs of hiring with the less obvious costs of vacancy, training, and lost productivity.

Finding the replacement

Recruiting spend plus the value of owner, manager, or HR time spent screening and interviewing.

The open-seat period

The longer a role sits open, the more work gets delayed, shifted, paid as overtime, or lost entirely.

Getting the new hire ready

Training time, setup expenses, tools, licenses, uniforms, and manager attention all add to the real cost.

Lower output while they learn

Most new employees contribute before they are fully productive, but the gap still costs the company money.

The savings from keeping people

Once the cost is visible, you can compare retention investments against likely savings from fewer exits.

Turn the number into an owner-level decision.

If turnover is costing more than expected, the next step is not guesswork. Compare the savings against better benefits, pay adjustments, manager training, scheduling changes, or career paths that help good employees stay.

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