Turnover & retention
See attrition before it happens
Voluntary turnover is 11.6%, down 1.7 points in a year. Good news on the surface — and the wrong place to stop. Here’s how Crunchr lets you keep pulling the thread.
Which managers are losing people?
Compensation gap is the strongest signal in this cohort.
1
Start with the definition
Make sure everyone is looking at the same number.
Most “turnover is up” conversations stall on whether it’s measuring leavers, regrettable losses, or first-year exits. Crunchr makes the definition explicit — voluntary turnover is leavers divided by average headcount, rolled over 12 months and annualised.
Same formula, same time window, same filter scope — whatever the room.
2
Then look at where it’s moving
The headline is the average of very different stories.
The Impact tab surfaces the departments and locations that have shifted most year-over-year. R&D / Engineering +5.5 and IT +4.0 are pulling the company average up. Meanwhile Components & Supply -4.6 and Supply Chain -2.4 have come down sharply.
A 0.5-point company-wide rise hides a lot of motion underneath it.
3
Drill into the drivers
Some segments matter because they’re large. Others because they’re acute.
The Drivers tab surfaces the groups within your current filter scope that significantly impact a metric, positively or negatively. Any dimension works — here we’re looking at location, department and business unit.
R&D / Engineering runs at 32.9% across 444 people — the weight of a large population. Legal in the Consumer business unit is just 34 people, running at 35% — acute rather than heavy. Both show up here, and the follow-up for each is different.
4
And ask what’s working
Look at the groups holding the line, not just the ones breaking.
The same view, opposite direction. North America runs at 15.7% across 2,846 people. Aftermarket & Services sits at 14.1% across 1,156.
Retention conversations get sharper when they start from what’s working — these are the managers, regions and onboarding processes worth learning from before designing interventions elsewhere.
5
Then the next thread
Every answer surfaces the next question.
Pull back from voluntary turnover and a separate signal appears. First-year turnover is at 4.7% — unchanged year-over-year. New hires aren’t walking out faster, but they aren’t staying longer either.
A different metric, a different conversation — about onboarding, hiring fit, the first-90-days experience. The same drill-down pattern works for all of them.
6
Validate at the source
When it’s time to act, go from the segment to the actual people.
Click any cell, any cohort, any bar in the views above and open the 622 employees behind it — names, positions, the leave reason recorded for each one.
Fact-check the number. Run an exit-reason review. Hand a list to the right manager. Crunchr’s permissions model decides what each user sees, so leaders see segments, managers see their own teams, and no one sees more than they should.
7
Or skip the path entirely
Don’t want to walk through five steps? Just ask.
Ask Crunchr takes the same questions you’d ask in a meeting — “Where is turnover highest?”, “Break it down by leave reason” — and returns the same drill-down, immediately. Same data, same permissions, same answer.
A shortcut for the people who already know what to ask, and a starting point for the ones who don’t.
People Analytics Platform
See attrition before it happens. Then act on it before they leave.
Every metric in Crunchr opens the same way — a number, the definition behind it, the segments that moved it, the people behind every cell, and an assistant that takes the question straight to the answer. No dashboards to assemble. No drilling through filters by hand.
