How do I use the Employee Turnover dashboard?

What the Turnover dashboard shows

The Employee Turnover dashboard shows what percentage of your workforce left over a period, how that compares to other goHappy customers and your industry, and exactly which employees are behind each number. Use it to spot which locations, job titles and parts of your organization are losing people fastest, and to see whether turnover is improving month over month.

You'll find it under Analytics → Turnover (or go directly to app.gohappyhub.com/analytics/turnover).

The dashboard is built from the employment data goHappy receives from your HR or payroll system: hire dates, termination dates, termination type (voluntary or involuntary) and termination reason. If those fields are missing or late in your source system, they will be missing or late here too.

Recommended data setup: a daily import of the past 24 months of employee data (active and terminated employees) from your HRIS. This keeps the dashboard current and gives goHappy enough history to calculate rolling 12-month turnover accurately. Contact your Customer Success Manager (CSM) to set this up or to adjust which employees are included.

Who uses it: HR leaders, operations leaders and anyone accountable for staffing who has access to Analytics in goHappy.

The names in this article are examples. Your filters, breakdowns and columns are named after the fields your HR or payroll system (HRIS) sends to goHappy, so they may look different from the screenshots. Depending on your data, you can filter and compare turnover by:

• Location
• Job Title
• Job Family (a grouping of related job titles)
• Any level of your organization's hierarchy — for example Region, District, Market or Area

This article uses Job Title, Region, Market, Area and Location from our demo account. Wherever you see those names, look for the matching field in your account.

Termination reasons are examples too. Reasons such as Resigned, Better Opportunity or Poor Performance come from your HRIS, so your list will match the reasons your organization uses. The Voluntary and Involuntary termination types are the same for every account.

How turnover is calculated

Turnover is the number of employees who left during the period divided by the average number of employees on staff during that period, shown as a percentage.

• Terminations = every employee with a termination date inside the selected timeframe, voluntary and involuntary.
• Average Staffing = the average headcount across the timeframe. It can be a decimal (for example, 284.70) because headcount changes day to day.
• Company Average = the same calculation for your whole account (with your filters applied).

Worked example (Cook, Oct 2025 – Sep 2026): 175 terminations ÷ 284.70 average staffing × 100 = 61.5% turnover. The company average for the same period is 48.0%, so Cooks are 13.5 percentage points above average.

Turnover can be over 100%. In high-turnover roles, more people can leave in a year than the average number on staff. That is a real result, not an error.

What each Trends point means depends on the timeframe. With Previous Year selected, each monthly point is the turnover rate for the 12 months ending that month (a rolling 12-month rate), so the last point matches the Account card. With a shorter timeframe (for example, Previous Six Months), each point is that single month's turnover, so the numbers are much smaller (for example, 3–5%).

Step by step: open the dashboard and choose what to look at

1. In the top navigation, click Analytics, then Turnover. The page opens titled Employee Turnover.
2. Use the left-hand menu to pick a view: Overview (the summary) or a breakdown by one of your fields — for example Job Title, Region, Market, Area or Location. Your menu lists the fields from your own data.
3. Set the Timeframe (top left of the filter bar). The default is Previous Year. Your options are:
   • Previous Month, Previous Six Months or Previous Year
   • A single recent month (for example, August 2026)
   • Custom — enter a From and To date. Click Reset to go back to the default.
4. Narrow the data with the filters next to Timeframe. They match your fields — for example Job Title, Region, Market, Area and Location. If there are more filters than fit, click the › arrow at the right of the filter bar to see the rest.
5. In any filter, click as many values as you want — each one gets a check mark and the box shows how many are selected (for example, "2 items selected"). Type in the box to search. Turn on Selections only to see just what you've picked, or click Reset to clear that filter.
6. Click anywhere outside the dropdown to apply. Every card, chart and table on the page updates.

Tip: Your filters are saved in the page address. Bookmark the page, or copy the link and send it to a colleague who has access to goHappy Analytics, and it will open with the same filters.

Reading the Overview page

The Overview has four parts: the Account card, the Job Title and Location cards, and the Trends chart. The date range each card covers is shown in italics next to its title.

Account card and benchmarks

The large number is your account's turnover for the selected timeframe and filters. Next to it, the Benchmark box compares you with two outside reference points. Hover over the box to see what each one means.

Icon	Benchmark	What it compares you to
goHappy logo	goBenchmark	All industries in the goHappy network
Industry icon (for example, fork and knife for Food Service)	Industry	Other goHappy customers in your industry

Read each line as arrow + gap (benchmark). For example, ▼ 43% (91%) means the goBenchmark is 91% and your turnover is 43 percentage points lower. A green down arrow is good news here: lower turnover than the benchmark.

Raw vs. Annualized (timeframes shorter than a year). When you pick a timeframe shorter than a year, the Account card shows a Raw | Annualized switch instead of the benchmark box:

• Raw — the actual turnover for just that period (for example, 21% over six months).
• Annualized — the same pace projected over a full year (for example, 43%). Use Annualized when comparing a short period with yearly numbers or benchmarks.

Job Title and Location cards

These cards list the five values with the highest turnover for two of your fields (Job Title and Location in the example). The arrow beside each rate compares it with your company average:

• Red ▲ — higher turnover than your company average (needs attention)
• Green ▼ — lower turnover than your company average
• No arrow — about the same as the company average

Click any name to see the employees who left (see Seeing the employees behind a number below). Click View All to open the full breakdown page for that dimension.

Trends chart

The Trends chart plots one point per month in your timeframe: rolling 12-month turnover when Previous Year is selected, or each month's own turnover for shorter timeframes. A line moving down means turnover is improving. Hover over a point to see its value, or click a point to see the employees behind it.

Comparing locations, job titles and parts of your organization

Each breakdown page ranks every value of one field by turnover, so you can see where people are leaving fastest. Open one from the left-hand menu (for example Job Title, Region, Market, Area or Location — yours match your data) or with View All on the Overview.

Each page has two parts:

1. Highest and Lowest Turnover — a bar chart of the values with the highest turnover (bottom) and the lowest (top). The vertical line marks the benchmark you've chosen.
2. All Turnover by [dimension] — a table of every value with its Turnover, the benchmark comparison, Average Staffing and Terminations. Click a column header to sort.

Change the benchmark

Use the Benchmark selector under the chart to choose what each row is compared with:

Option	Compares each row to
Company Average (default)	Your own account average, with your filters applied
goBenchmark	All industries in the goHappy network
Industry Average	goHappy customers in your industry (if available)

The comparison column shows the gap in percentage points and the benchmark value in brackets. For example, Cook at 61.5% shows ▲ 14% (48.0%): about 14 points above the 48.0% company average.

Watch out for small groups

An ⓘ icon next to Average Staffing means the group is very small. Hover over it: in small groups, a single termination can swing the rate a lot. In the example above, "Hub Preview User" shows 78.5% from just 1 termination with 1.27 average staffing. Don't act on these rates alone.

Note: When you filter (for example, to two job titles), Company Average is recalculated for just the filtered group, so it may differ from your account-wide number.

Seeing the employees behind a number

Every turnover number can be opened to show the individual employees who left. This is the fastest way to answer "who are these people and why did they go?"

To open the employee list, click any of these:

• A name in the Job Title or Location card on the Overview
• A point on the Trends chart
• A turnover rate or termination count in an All Turnover by… table

A window opens with the turnover rate at the top right. For a job title or location, the gap to your company average shows beneath it.

1. Click How this is calculated to see the Terminations, Average Staffing, Turnover Rate and Company Average used for that number.
2. Search by employee name or ID in the search box.
3. Use All term types to show only Voluntary, Involuntary or Not Specified terminations.
4. Use All term reasons to filter by reason. The list shows the reasons from your HRIS (for example, Resigned, Better Opportunity, Job Abandonment, Poor Performance).
5. Review each employee's details: Hire Date, Term Date, Tenure, Term Type and Term Reason, plus your organization fields (for example Location, Job Title, Region, Market and Area). The count of employees shows at the bottom left.
6. Click Download CSV to save the list to a spreadsheet.
7. Click Close when you're done.

Tip: Sort by Tenure or look at Hire Dates. If many leavers have under 1–3 months of tenure, the problem is usually early in the employee experience (hiring fit, onboarding, first schedules). The New Hire Retention dashboard is built for that question.

Asking questions with Ask My Data

Ask My Data answers questions about both your turnover and your retention data in plain English, so you can get an answer without building a report or switching dashboards. It's available from the top right of both the Employee Turnover and New Hire Retention dashboards.

1. Click Ask My Data at the top right of the dashboard. A panel opens on the right.
2. Click one of the Example questions, or type your own in the Ask a question about your data… box.
3. Press Enter or click the send arrow.
4. Click the X to close the panel.

Example questions shown in the panel:

• What's driving our turnover in Q4?
• Which locations have the highest retention?
• Show me voluntary separation trends
• Compare manager vs hourly retention
• What are the top reasons employees leave?

You can also ask your own, for example "Which job titles have the highest turnover this year?" or "What are the top reasons new hires leave in their first 30 days?"

Tip: Be specific about the group and period, for example "Which locations had the highest voluntary turnover among Servers in the last 6 months?" Always check important answers against the dashboard numbers before sharing them.

Using turnover to take action

A high number tells you where to look; the employee list tells you why. A simple monthly routine:

1. Check the trend. On the Overview, is the Trends line flat, falling or rising over the last few months?
2. Find the hot spots. Open the Job Title and Location breakdowns. Note any group with a red ▲ and enough staff to matter (ignore groups flagged with ⓘ).
3. Split voluntary from involuntary. In the drill-down, filter by Term Type. High voluntary turnover points to pay, scheduling, management or culture. High involuntary turnover points to hiring fit, training or policy issues.
4. Read the reasons and tenure. Filter by Term Reason and look at Tenure. Many short-tenure exits mean onboarding is the place to start.
5. Compare to benchmarks. Switch the Benchmark to Industry Average to see whether a role is high for your industry or just high for your company.
6. Follow up with feedback. Pair what you find with goHappy surveys for that location or role to learn what employees say is driving them to leave.

Turnover is a lagging measure: it reports people who have already left. Watch it alongside New Hire Retention and survey feedback to catch problems earlier.

Frequently asked questions

What is a "good" turnover rate? It depends heavily on your industry and roles. Hourly and frontline roles typically run much higher than salaried roles. Use the goBenchmark and Industry comparisons on the dashboard instead of a single rule of thumb, and focus on whether your own trend is improving.

Why is a rate over 100%? More people left during the period than the average number on staff, which happens in roles with frequent short-tenure exits. See How turnover is calculated.

Why don't the numbers match my HR system's report? First check that you're comparing the same timeframe, the same filters and the same formula (terminations ÷ average staffing). Other reports may use start-of-period or end-of-period headcount, or leave out involuntary terminations.

If your organization tracks turnover differently, goHappy can apply business rules to your data so the dashboard matches how you measure it internally. For example, we can exclude corporate employees, leave out certain job titles, or exclude employees below a minimum tenure. Contact your Customer Success Manager (CSM) if you'd like to refine the data used for turnover and retention.

How much employee history does goHappy need? We recommend a daily import covering the past 24 months of employee data, including employees who have left. Rolling 12-month turnover for any month needs the 12 months before it, so 24 months of history lets the Trends chart show a full year of accurate rolling rates. With less history, earlier months may show as "Not enough data yet" or look lower than they really were. Your CSM can help set this up.

Why does a card say "Not enough data yet"? There aren't enough employees or terminations for the selected filters and timeframe. Widen the timeframe (for example, Previous Year) or remove a filter. It can also show briefly while the page is loading.

Why is an employee missing, or showing the wrong job title or location? The dashboard uses the data sent from your HR or payroll system. Correct it there; the dashboard updates the next time goHappy receives your data.

What do "Not Specified" or blank term types mean? The termination was received without a voluntary/involuntary type. Ask your HR system administrator to make sure term type and term reason are filled in for every termination.

Does the Trends chart follow my Timeframe? Yes. It shows one point per month in your timeframe. With Previous Year, each point is the rolling 12-month rate ending that month; with a shorter timeframe, each point is that month's own turnover.

Can I share what I'm looking at? Yes. Copy the page link — it keeps your filters — and send it to a colleague who has Analytics access. You can also Download CSV from any employee list or breakdown table.

My filters don't say Region, Market or Area. Am I missing something? No. Filter and breakdown names come from the fields your HR or payroll system sends to goHappy, so yours may be called District, Division, Department, Job Family or something else. Use the field in your account that matches the example in this article. If a field you expect is missing, contact support.

Can I filter by job family instead of individual job titles? Yes, if your HR or payroll system sends a job family (a grouping of related job titles) to goHappy. It appears as its own filter and breakdown.

Who do I contact if something looks wrong? Email support@gohappyhub.com with the page link and a screenshot.