Free calculator

What is turnover actually costing you?

Most turnover calculators give you a number for replacing someone. This one shows you the part you can do something about: the weeks a new hire is still learning, and the manager hours spent getting them there. Change the numbers to match your business.

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In short: Turnover cost has two parts: replacing the person, and the ramp-up window before they're fully productive. Replacement is largely fixed. Ramp-up is not — it shrinks when every new hire learns the job the same way, in a language they read.

Your number, not an average

Rough out what the ramp-up window costs your business each year. Change any figure to match your reality.

New hires per year

Their hourly wage ($)

Weeks to get fully up to speed

Manager hours spent per hire

Manager time spent training—

Lost productivity while learning—

Ramp-up cost per year—

Assumes a new hire works ~30 hours a week and produces roughly 60% of full output during the ramp-up window, and that manager time is worth about 1.6× the hourly wage. Deliberately conservative — it leaves out recruiting, waste, comps and rework. This is an estimate to think with, not an accounting figure.

You can't stop people leaving. You can shorten the part that costs you — by handing every new hire the same clear routine, in the language they read, on day one.

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Why the ramp-up window is the part worth attacking

You can't stop people leaving. Frontline turnover in US restaurants runs at 75% and above, and hospitality research puts the fully-loaded cost of replacing an hourly worker near $5,900. But most of that bill sits in orientation, training and the productivity gap while someone learns — which is exactly the part that shrinks when training is consistent and understood.

What the calculator leaves out

Deliberately conservative. It doesn't count recruiting, waste, comps, rework or the cost of a mistake that reaches a customer. Treat it as a floor, not a ceiling.

How it works

Talk it in. Walk through the job out loud, in whatever language you think in.
Get a clear routine. Tiendo structures it into steps, safety notes and checkpoints, then translates it into your team's language — numbers and times kept exact.
Your team reads and confirms. Post a QR code or hand a new hire one link. They read it on their phone and tap "read and understood."

One routine, every language your team speaks: EspañolKreyòlTiếng ViệtالعربيةPolski中文

Questions operators ask

How do you calculate employee turnover cost?

Add the cost of replacing the person — recruiting, hiring, orientation — to the cost of the ramp-up window, which is manager hours spent training plus the productivity gap while the new hire learns. This calculator focuses on the second part.

What is a normal turnover rate for a restaurant?

Frontline turnover in US restaurants commonly runs at 75% a year or higher, and quick service runs higher still. That makes onboarding a recurring cost rather than an occasional one.

How long does a new hire take to become fully productive?

Commonly 30 to 90 days depending on the role and how structured the training is. That window is where mistakes, waste and manager time concentrate.

Can software reduce turnover cost?

It won't stop people leaving. What it can shorten is the ramp-up window — by giving every new hire the same clear routines, in the language they read, instead of a different verbal walkthrough each time.

Shorten the expensive part.

Build a routine free and see it in your crew's language.

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