Overview
The Workforce Intake & Turnover dashboard helps you understand whether your workforce is growing or shrinking, where attrition is concentrated, and whether employees are leaving voluntarily or being managed out. Use this dashboard to identify retention risks early and measure whether hiring keeps pace with departures.
This dashboard is designed for HR practitioners, workforce planners, and senior leaders who need to monitor workforce stability and plan for capacity needs. It's particularly valuable for identifying concerning attrition patterns before they impact operations.
Key Metrics
The dashboard tracks workforce movement through several interconnected metrics:
Attrition Rate – The percentage of employees who left during the selected period, calculated as attrition count divided by average monthly headcount. This metric shows your overall workforce stability.
Voluntary Attrition Rate – The percentage of employees who chose to leave (resignations, retirements) relative to average monthly headcount. High voluntary attrition may indicate retention issues or competitive market pressure.
Involuntary Attrition Rate – The percentage of employees whose employment was terminated by the organisation (redundancy, performance issues, failed probation) relative to average monthly headcount.
Low Tenure Attrition Rate – The percentage of employees who left within their first year of service. High rates in this metric suggest onboarding or role fit issues.
Starter Rate – The percentage of new employees who joined during the selected period, calculated as starter count divided by average monthly headcount. Compare this to attrition rate to see if hiring keeps pace with departures.
Annualised Attrition Rate – Attrition rate adjusted to a 12-month equivalent for comparability across different time periods. This metric extrapolates shorter periods (like monthly or quarterly data) to annual rates.
Understanding Turnover Classification
The dashboard categorises departures into two types based on who initiated the separation:
Voluntary Turnover – Employee-initiated departures including resignations and retirements. These departures represent workforce choices and may signal issues with compensation, culture, or career opportunities.
Involuntary Turnover – Employer-initiated terminations including redundancy, performance management, and failed probation. These departures represent organisational decisions about workforce composition.
Your organisation configures turnover reasons in intelliHR, and each reason maps to either voluntary or involuntary classification.
Understanding Tenure Cohorts
Tenure measures continuous service with your organisation from the employee's start date. The dashboard groups employees into tenure bands:
- 0 years – Employees in their first year
- 1 year – Employees between 1-2 years of service
- 2 years – Employees between 2-3 years of service
- 3+ years – Employees with more than 3 years of service
Low tenure attrition (employees leaving within their first year) often signals onboarding, role fit, or early expectation mismatches.
Visualisations
The dashboard is organised into sections that answer different workforce planning questions:
| Visualisation | What It Shows |
|---|---|
| Attrition Rate | Overall workforce attrition percentage with trend line showing whether attrition is improving or worsening over time. |
| Attrition Count | Total number of employees who left in the selected period. |
| Voluntary Attrition Rate | Percentage of voluntary departures (resignations, retirements) relative to average headcount. |
| Low Tenure Attrition Rate | Percentage of employees who left within their first year of service. |
| Starter Rate | Percentage of new hires relative to average headcount in the selected period. |
| Attrition Over Time | Monthly attrition trends showing seasonal patterns or concerning spikes. |
| Attrition By Tenure Cohort | Attrition broken down by years of service. Identifies which tenure groups have the highest turnover. |
| Workforce Starters and Leavers | Stacked bar chart comparing monthly intake (starters) against departures (leavers). Shows whether your workforce is growing, shrinking, or stable. |
| Involuntary Attrition By Turnover Reason | Breakdown of employer-initiated terminations by reason (redundancy, performance, failed probation, etc.). |
| Average Tenure of Leavers (Years) | Average years of service for employees who departed. Lower averages suggest early-tenure attrition issues. |
| Average Age of New Starters | Average age of employees at their start date. Tracks demographic patterns in hiring. |
| Employee Turnover Details | Detailed table showing individual leaver and starter records with employee details, turnover reasons, recruitment source, and costs. |
[Screenshot: Full Workforce Intake & Turnover dashboard showing key metrics and visualisations]
Filters and Navigation
Use the filters at the top of the dashboard to focus on specific areas of your organisation:
- Business Entity – Filter by legal entity or company
- Business Unit – View turnover for specific departments or divisions
- Location – Focus on particular sites or geographic regions
- Date – View attrition for specific time periods (defaults to last 12 months)
- Show Attrition Metric As – Switch between viewing attrition as count, rate, or annualised rate
Click on any visualisation to drill into the underlying data. For example, clicking a high-attrition tenure cohort filters the entire dashboard to show only those employees.
The Employee Turnover Details table at the bottom provides individual records you can export for deeper analysis or reporting.
How Attrition Rate is Calculated
Understanding the calculation helps you interpret the metrics correctly:
Attrition Rate = Attrition Count ÷ Average Monthly Headcount
- Attrition Count: Number of confirmed employee departures in the selected period
- Average Monthly Headcount: Average number of active employees across all months in the period
The denominator uses average monthly headcount (not beginning or ending headcount) to smooth volatility from mid-period changes. Only confirmed termination dates are included in attrition counts.
Tips for Using This Dashboard
Compare voluntary and involuntary rates – High voluntary attrition may indicate retention challenges, while high involuntary attrition may signal performance or restructuring activity. The mix tells different stories.
Focus on low tenure attrition – Employees leaving within their first year represent failed investments in recruitment and onboarding. This metric often signals fixable issues with role clarity, manager support, or expectations.
Watch for seasonal patterns – Use "Attrition Over Time" to identify seasonal spikes (e.g., post-bonus departures) versus sustained increases that require intervention.
Compare starters to leavers – The "Workforce Starters and Leavers" chart shows whether you're growing, shrinking, or treading water. Persistent gaps between intake and departures indicate capacity risks.
Track tenure cohort patterns – If attrition concentrates in specific tenure bands (e.g., 1-2 years), investigate career progression, compensation benchmarking, or development opportunities for that cohort.
Export detailed data for root cause analysis – Use the "Employee Turnover Details" table to identify common patterns in departures (same manager, same location, same recruitment source).
Related Articles
- Overview: Humanforce Analytics
- Create a Visual
- Copy an existing dashboard