Add turnover data to 15Five

This article walks through how to add termination data to 15Five, which can be added to the HR Outcomes Dashboard to track and report on turnover. You can add termination data in any of the following ways: 1) by adding it manually to 15Five (either when deactivating a user or retroactively), 2) via bulk import CSV, or 3) by syncing termination data from your HRIS to 15Five via the HRIS connector.

In this article, you will learn...

Access and availability

⛔️ Required access to 'Manage people'.
👥 This article is relevant to Account admins.
📦 This feature is available in all pricing packages.

Add turnover data to 15Five

Manually in 15Five Via bulk import From your HRIS
  1. Click on the settings gear in the top, right-hand corner of 15Five.
  2. Select 'People' from the dropdown menu.
  3. You're now on the "Manage people" page. From here, find the person/people whose account(s) you want to deactivate and check the box(es) to the left of their name(s).
  4. Click the Actions button above the user table and select Deactivate from the dropdown menu.
  5. A popup will appear that asks you to provide a reason why the account is being deactivated, either: 1) This person was terminated, 2) This person left this position on their own, 3) This person is still with the company, just not using 15Five, or 4) Prefer not to say. Select the appropriate option and provide a termination date (optional).
  6. Confirm your changes by clicking Deactivate account.
  7. Once termination data is entered and saved, 15Five will capture these fields to be used for turnover tracking in the HR Outcomes Dashboard. The person will also appear in the 'Deactivated' tab of the "Manage people" page.
  8. If you need to view or change a person's termination date, click on their name from the 'Deactivated' tab of the "Manage people" page to open their user settings page. From here, you can view the date, or change the 'Termination date' field to match the day the person was terminated.

Importance and use cases

Why is it important to analyze this data?

  • Turnover metrics are valuable from a legal perspective because they can uncover unconscious bias and discriminatory practices, or reveal a workplace climate that deters people that belong to specific demographics (e.g. women or persons of color) from remaining at the company.
  • Cost savings. Estimates of the cost of turnover vary, but commonly it's estimated to be around 33% of an individual’s salary. When you add in all of the indirect costs of turnover, like lost business opportunity, training new employees, or lower productivity of newly hired employees in the beginning, others estimate the cost of turnover to be one-and-a-half to two times an individual's annual salary.

How regrettable turnover influences other areas of the employee lifecycle

  • Use engagement surveys for more actionable insights. Use the 'Discover insights' section of the HR Outcomes Dashboard to compare engagement with turnover data. How did engagement scores compare on high-turnover teams? You can also dig further into engagement survey drivers to see if there were specific criteria, like belonging, communication, or trust in leadership, where these teams tended to score lower.
  • Analyze results and take action to prevent turnover. Once you view turnover data using the HR Outcomes Dashboard, you can use these insights to set your employees up for success. Think about investing more in better onboarding, growth opportunities, career paths, and development for teams and cohorts who have higher turnover rates.
  • Educate managers. According to Gallup poor management can be the root cause of 75 percent of voluntary turnover. Use the HR Outcomes Dashboard to analyze which managers and hierarchies have higher turnover rates, and focus on educating and coaching high-turnover leaders.

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