Monitoring Attrition and Turnover:

Retaining skilled workers is a battleground for HR managers. A significant downside of today’s buoyant economy is high employee turnover. In today’s job hopping workforce employees from the top 10 tech companies hang around only 1.2 to 2 years on average. A manager’s ability to see ahead is critical. Identifying strengths, weaknesses, improving processes and formulating action plans are important steps to creating a workplace environment where employees wish to stay.

A good picture is worth a thousand words and makes varied bits of information understandable. That’s why organizational charts can be powerful tools for dissecting the landscape of flight risks, terminations and separations. OfficeWork Software’s OrgChart solutions present a clear workforce visual of a department or geographical unit. It can even illuminate metrics for terminations, turnover and tenure.

OrgChart has numerous visualizations for communicating various attrition metrics.

Terminations and Separations

This metric totals the employees leaving the organization, unit, division or department.
It’s used to analyze personnel terminations and separations, by total or by type, during a set period to examine and communicate the impact of workforce turnover.

Turnover Ratio

Managers with a high turnover ratio within their span of control are typically a concern for a company. Turnover Ratio calculates turnover by division, department, manager and job role. Voluntary
separation and involuntary separation are reported separately. Different departments, divisions and managers can be compared to assess effectiveness and overall organizational health. Job roles and functions can be compared to industry standards to assess an organization’s competitive position.


The Tenure metric communicates how long an individual has been employed by an organization. Tenure can be reported by total length of employment with an organization or the time occupied by an employee in each position. Tenure metrics can indicate employee satisfaction with the organization and/or their direct supervisors. They can be compared with industry standards to assess an organization’s competitive standing in the recruitment process.

Armed with a clear, visual presentation of the data, it quickly becomes apparent on why and from where employees are leaving an organization. Plans can be put into place to solve short term and long term employee attrition challenges by addressing isolated problem areas or company-wide trends.