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Accounting turnover is how often accountants leave a company and new ones take their place. It's important for businesses to know about this because it can cost a lot of money, slow down work, and cause problems.
Defining Accounting Turnover
Here are some ways to measure accounting turnover:
Measure
Description
Employee turnover rate
How many accountants leave in a year (as a percentage)
Turnover frequency
How many times an accounting job is filled in a set time
Average tenure
How long accountants usually stay with the company
Why Accountants Leave
Knowing why accountants quit helps companies keep them longer. Here are some common reasons:
Reason
Explanation
Too much work
When there's too much to do and not enough time off
No growth
When there's no chance to learn new things or get better jobs
Wrong skills
When the job doesn't match what the accountant knows how to do
Bad workplace
When bosses are poor or coworkers aren't nice
Understanding these reasons can help companies make their accounting teams happier and more likely to stay.
Getting Ready to Calculate
Before you start figuring out turnover costs, you need to get some information ready. This means collecting data and knowing what costs to look at.
Collecting Needed Data
Here's what you need to gather:
Data Type
What It Is
How many accountants left
Number of accountants who quit in a year (as a percentage)
Money spent
Costs for hiring, training, and lost work
How long people stay
Average time accountants work at the company
Job details
What accountants who left did and how much they earned
Main Cost Factors
Turnover costs come in two types: easy to count and hard to count.
Easy to count costs:
Hiring costs (ads, fees for hiring agencies)
Training costs (teaching new employees)
Lost work (when no one is doing the job)
Hard to count costs:
How it affects other workers
Mistakes made during changes
Lost know-how
How it affects clients
Cost TypeExamplesEasy to countHiring costs, training costs, lost workHard to countTeam mood, mistakes, lost knowledge, client issues
6 Steps to Calculate Turnover Costs
Here's how to work out the costs when accountants leave your company:
1. Figure Out Direct Replacement Costs
These are the costs of replacing someone who left. They include:
Hiring Expenses
Expense
Cost Range
Job posting
$200-$500
Hiring agency fees
10%-20% of salary
Interviews
$500-$1,000
New Employee Training
Expense
Cost Range
Training materials
$500-$1,000
Trainers
$1,000-$2,000
Lost work time
$1,000-$2,000
2. Measure Lost Productivity
This is about the work that doesn't get done when someone leaves.
Cost of Empty Positions
Cost
Amount
Work not done
$5,000-$10,000
Money not made
$10,000-$20,000
Slower Work During Changes
Cost
Amount
Getting used to new team
$2,000-$5,000
Less work done
$3,000-$6,000
3. Look at Hidden Costs
These are costs you might not see right away.
Team Morale Effects
Effect
Cost
Less work done
$5,000-$10,000
More people leaving
$10,000-$20,000
Mistakes During Staff Changes
Type of Mistake
Cost
Errors
$2,000-$5,000
Lower quality work
$3,000-$6,000
4. Account for Lost Knowledge
This is about the know-how that leaves with the person.
Value of Company Know-How
Loss
Cost
Rebuilding knowledge
$10,000-$20,000
Less work done
$5,000-$10,000
Cost to Rebuild Expertise
Action
Cost
Training
$5,000-$10,000
Less work done
$3,000-$6,000
5. Check Client Effects
This is about how clients are affected when someone leaves.
Possible Client Losses
Loss
Cost
Less money made
$10,000-$20,000
Harm to company image
$5,000-$10,000
Keeping Clients During Changes
Action
Cost
Extra help needed
$5,000-$10,000
More support given
$3,000-$6,000
6. Add Up All Costs
Here's a summary of all the costs:
Cost Type
Total Range
Replacing someone
$10,000-$20,000
Lost work
$15,000-$30,000
Hidden costs
$10,000-$20,000
Lost know-how
$15,000-$30,000
Client effects
$10,000-$20,000
Total
$60,000-$120,000
Understanding the Numbers
Knowing how much it costs when accountants leave is important. This helps companies see how turnover affects their money and where they can save.
Total Money Impact
When an accountant leaves, it can cost a lot. Here's a breakdown of the costs:
Cost Type
Amount
Replacing someone
$10,000 - $20,000
Lost work
$15,000 - $30,000
Hidden costs
$10,000 - $20,000
Lost know-how
$15,000 - $30,000
Client effects
$10,000 - $20,000
Total
$60,000 - $120,000
These costs include:
Hiring and training new people
Work not done when someone leaves
Team mood and mistakes
Lost knowledge
Possible client losses
Where to Cut Costs
Companies can save money by:
Strategy
How It Helps
Possible Savings
Keep employees happy
Fewer people leave
10% - 20%
Make hiring faster
Less time without workers
5% - 10%
Better training
New hires learn quicker
5% - 10%
Share knowledge
Keep know-how when people leave
5% - 10%
Take care of clients
Keep clients during changes
5% - 10%
Ways to Lower Turnover Costs
Lowering turnover costs means keeping accountants happy and helping new hires do well. Here are some ways to do this:
Keeping Employees Happy
Happy employees are more likely to stay. Here's how to keep them happy:
Strategy
What It Means
How It Helps
Good Pay
Pay as much as other companies
People stay for fair pay
Room to Grow
Help people learn new skills
People stay to get better
Nice Workplace
Make work fun and friendly
People like coming to work
Say "Good Job"
Thank people for good work
People feel valued
Work-Life Balance
Let people have time off
People don't get burned out
Better New Hire Training
Good training helps new hires fit in faster. Here's how to train better:
Strategy
What It Means
How It Helps
Full Welcome
Teach everything about the job
New hires learn faster
Clear Goals
Tell people what to do
New hires know what's expected
Ongoing Help
Keep helping after training
New hires feel supported
Buddy System
Pair new and old employees
New hires learn from others
Regular Talks
Check in often
Catch problems early
By doing these things, accounting teams can keep more people and save money.
Strategy
Money Saved
Good Pay
10% - 20%
Room to Grow
5% - 10%
Nice Workplace
5% - 10%
Say "Good Job"
5% - 10%
Work-Life Balance
5% - 10%
Full Welcome
10% - 20%
Clear Goals
5% - 10%
Ongoing Help
5% - 10%
Buddy System
5% - 10%
Regular Talks
5% - 10%
Wrap-Up
Knowing how much it costs when accountants leave helps you make smart choices about your team. Here's why it's good to figure out these costs:
Reason
How It Helps
Make better choices
Use real numbers to decide what to do
Save money
Find ways to spend less
Keep more workers
Learn why people leave and fix those problems
Check Costs Often
Look at turnover costs regularly to:
Action
Benefit
Keep track of spending
See where money goes and fix issues quickly
Spot patterns
Notice if costs go up or down over time
Use facts to choose
Have good info when making big choices
By doing these things, you can:
Spend less on hiring
Keep your accounting team happy
Make your company work better
FAQs
How to calculate turnover cost?
To work out turnover cost, add up these expenses:
Expense Type
What It Includes
Hiring
Job ads, agency fees, interview time
Onboarding
Training, materials
Development
Skill-building programs
Unfilled time
Overtime or temp staff costs
Use this simple math:
(Hiring + onboarding + development + unfilled time) x (number of workers x yearly turnover %) = yearly turnover cost
This helps you see how much turnover costs your company each year.
What is the formula for calculating turnover costs?
The formula is:
(Hiring + onboarding + development + unfilled time) x (number of workers x yearly turnover %) = yearly turnover cost
Here's what each part means:
This formula helps you figure out how much it costs when workers leave and need to be replaced.