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36:["$","div",null,{"className":"bg-white rounded-lg shadow-sm p-8","children":[["$","h2",null,{"className":"typo-large mb-6 text-mist-950","children":"Frequently Asked Questions"}],["$","div",null,{"className":"space-y-6","children":[["$","div","0",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"What is a good employee turnover rate?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"For most industries, an annual turnover rate between 10% and 15% is considered healthy. That said, \"good\" depends heavily on your industry — hospitality companies routinely see rates above 60%, while government agencies often run below 10%. The best benchmark is your own industry average, which you can find through resources like the Bureau of Labor Statistics or SHRM's annual surveys.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}],["$","div","1",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"How do I calculate monthly turnover rate?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"Use the same formula but with monthly numbers. Divide the number of employees who left during the month by your average headcount for that month, then multiply by 100. For example, if 3 people left and your average headcount was 50, your monthly turnover rate is (3/50) x 100 = 6%.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}],["$","div","2",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"What's the difference between turnover rate and attrition rate?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"Turnover rate counts all departures, including positions you plan to refill. Attrition rate specifically measures positions that are eliminated when someone leaves — the role goes away permanently. A company downsizing through attrition has a different situation than one losing people it needs to replace.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}],["$","div","3",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"Should I include involuntary terminations in my turnover rate?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"It depends on what you're trying to measure. Most standard turnover calculations include all separations — voluntary and involuntary. However, if you want to understand your retention specifically, calculate voluntary turnover separately by excluding terminations for cause and layoffs.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}],["$","div","4",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"How do I annualize a monthly turnover rate?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"You can multiply your monthly rate by 12 for a rough estimate, but that slightly overstates things. A more precise approach is to calculate the annual rate directly using your January starting headcount, December ending headcount, and total separations for the year.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}],"$L38","$L39","$L3a","$L3b","$L3c"]}]]}]
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38:["$","div","5",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"Why is my turnover rate over 100%?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"A turnover rate above 100% means more people left during the period than your average headcount — essentially, you replaced your entire workforce and then some. This can happen in industries with high seasonal hiring, like retail during the holidays, or in fast food where many positions turn over multiple times per year.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}]
39:["$","div","6",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"How often should I calculate turnover rate?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"Monthly tracking gives you the clearest picture of trends, but quarterly reviews are a practical minimum for most organizations. Annual calculations are useful for big-picture comparisons and benchmarking against industry data.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}]
3a:["$","div","7",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"Does turnover rate include employees who transfer internally?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"No. Internal transfers and promotions are not counted in turnover calculations because the employee hasn't left the organization. They're actually a sign of healthy internal mobility.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}]
3b:["$","div","8",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"What's the average cost of replacing an employee?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"Replacement costs vary widely by role. Entry-level positions typically cost 30-50% of annual salary to replace, while mid-level roles cost 50-150%. Senior and executive positions can cost 200% or more. These figures include recruiting, training, lost productivity during the learning curve, and the impact on team morale.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}]
3c:["$","div","9",{"className":"pb-6 last:pb-0","children":[["$","h3",null,{"className":"text-lg font-medium text-mist-950 mb-3","children":"How can I tell if my turnover is voluntary or involuntary?"}],["$","div",null,{"className":"prose max-w-none text-mist-600","children":["$","$L33",null,{"content":{"root":{"children":[{"children":[{"detail":0,"format":0,"mode":"normal","style":"","text":"Track the reason for each separation in your HR system. Voluntary turnover includes resignations and retirements — situations where the employee chose to leave. Involuntary turnover covers terminations, layoffs, and end-of-contract separations. Breaking these out separately helps you target the right retention strategies.","type":"text","version":1}],"direction":null,"format":"","indent":0,"type":"paragraph","version":1,"textFormat":0,"textStyle":""}],"direction":null,"format":"","indent":0,"type":"root","version":1}}}]}]]}]