Staff retention calculator
Every employee who leaves costs you money. Work out the share of staff who left, the cost of replacing one person and the money lost per year.
What does this tool do? Shows what the staff who left during the year cost you — it helps you decide how much money and time to put into keeping your team.
How it works
- Enter your current staff count, average monthly salary and how many people left last year (example: 18 staff, 850 ₼, 12 people).
- The tool works out the share of staff who left: in the example 12 ÷ 18 = 66.7%.
- Enter what one leaver costs in 5 parts: empty days, search, training, profit lost until full speed and mistakes (example: one leaver ≈ 1,015 ₼, × 12 people ≈ 12,180 ₼ a year).
What does staff leaving cost you?
First three numbers: staff count, average monthly salary and how many left last year. Then enter what one leaver costs, step by step.
What does one leaver cost?
The numbers are an example — enter your own. How each part is calculated is written under its title.
While the post is empty
empty days × extra paid to others per day (overtime)
Finding a new person
hours × one manager hour + ad
Training
days × trainer’s lost time per day
Until full speed
days × gross profit lost per day (not revenue — revenue overstates the loss)
Mistakes and waste
one-off amount
What to do
Hire for character and attitude — skills can be taught later.
Plan a new hire’s first 2 weeks: an experienced colleague as a guide and training in several roles.
Beyond pay: staff meals, a flexible shift schedule and a way to thank people for good work.
Hold a 10-minute team meeting before every shift.
Announce how tips are split, in writing and open to everyone.
Show the steps for promotion and pay in advance.
Have a short talk with every leaver about why, and note the reasons that repeat.
Why does a 10-minute meeting before the shift work?
Ten minutes with the team before every shift cuts surprises and stress: special bookings, the dish of the day and yesterday’s problem reach everyone the same way. It is one of the cheapest staff tools there is.
If the share of staff leaving grows year after year, the cause is usually the way things are run, not pay. Until hiring, a new hire’s first weeks, the pre-shift meeting and a last talk with leavers are written down as rules, a stable team is hard to build.