It costs 7x more to recruit and replace an employee than it does to retain one!

At Culture Impact, we see organizations throw money away every day because they fail to focus on employee engagement and retention. They’re too busy recruiting. These economic and generational factors aren’t going away on their own. With intentional strategy, we can help you alleviate the stress of this hiring crisis.

Our group of experienced people-developers can help you assess, equip, and retain your best people. Together, we’ll help you identify your real cost of turnover, the gaps in management practices, and equip you with the tools to improve people, processes, and profits. (Check out our Culture Impact Assessment HERE)

STEP ONE: Calculate Your Cost of Employee Turnover and Lost Productivity!

In order to calculate the REAL cost of turnover and lost productivity, we believe there are no soft costs. It’s necessary to factor in these 3 realities:

The direct costs of recruiting a new employee
The interim reduction in labor costs of the exiting employee
The hidden costs of lost productivity

Just like an iceberg, much of the REAL cost of turnover lies beneath the surface and is more dangerous than the tip of the iceberg. Hidden costs are REAL costs, but our calculator will help you discover those costs with only a few pieces of basic information. (Completely confidential)

STEP TWO: Consider What’s Possible With This Data. Here's what you will receive:

Your average rate of turnover
Your direct cost of turnover (Cost per hire + onboarding)
Your savings from interim reduced labor
Your cost of lost productivity
Your real cost of turnover
Your projected savings if turnover is reduced by just 5%

STEP THREE: Answer 9 simple questions and we will contact you within 2 days with your customized results: (see questions below)

Thank you for taking the first step to reducing turnover in your organization! We will contact you within 2 business days to review your custom results. Should you have questions before then, feel free to contact me. If you' like to learn more about how we arrive at our calculation, click HERE to download our Cost of Turnover Calculation Guide.

Thank you. We look forward to speaking with you!

Tim Cosby, President

Culture Impact, Inc.

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Note that we are focusing on Voluntary Turnover, (not lay-offs, retirement, firings, etc.,) among 3 general levels of your organization: Employees, Managers or Supervisors, and C-Suite Executives.

1. Current number of Entry level employees.

2. Current number of Mid-level employees (Managers/Supervisors/Directors, etc.)

3. Number of Executive Level employees.

4. Number of Entry level VOLUNTARY turnovers in the last 12 months.

5. Number of Mid-level VOLUNTARY turnovers in the last 12 months.

6. Number of Executive level VOLUNTARY turnovers in the last 12 months.

7. Average Entry level annual wages, not counting benefits.

8. Average Mid-level annual wages, not counting benefits.

9. Average Executive level annual wages, not counting benefits.

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