Upload structured workforce data to calculate turnover, retention, hires, exits, and headcount changes across departments, roles, and locations.
VizMint helps HR and management teams analyze movement in a privacy-aware way using clearly documented formulas and synthetic public examples.
Supports structured .csv and .xlsx files. Public examples use synthetic data. Review VizMint's current privacy and retention policy before uploading sensitive information.
Use the fixed preview below to switch between the source spreadsheet and a dashboard sample. Open the full demo in a new tab for every KPI and chart.
Employee Turnover Dashboard
Interactive preview from the sample workforce dataset
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Total Records
48
rows in sample
Total Ending Headcount
4,203
sum of Ending Headcount
Total Starting Headcount
4,109
sum of Starting Headcount
Grouped by Date
Full dashboard with all KPI details and 6 charts is on the demo page.
Open full demoThe sample contains 48 workforce records across 4 departments. Charts and KPI cards are generated from the same JSON dataset.
Sample totals: 167 exits, 261 hires, and 4.0% turnover rate using 4,156 average headcount across all periods and departments.
Calculate hires, exits, average headcount, turnover, and retention with consistent workforce definitions.
Workforce reporting depends on consistent definitions for headcount, exits, transfers, contractors, and reporting dates. Public examples also need privacy-safe synthetic records.
The synthetic sample contains 167 exits and 261 hires across 4 departments, producing 4.0% period turnover.
The workflow is designed around consistent workforce definitions, privacy-safe proof, and auditable counts.
Employee turnover is easy to calculate incorrectly when beginning headcount, ending headcount, hires, internal transfers, and exits are mixed. A dedicated workflow applies a documented reporting period and lets users compare results by department, role, location, or exit type.
This workflow focuses on descriptive workforce reporting. It does not predict attrition unless a separately validated model is available.
Follow the same dataset from source rows to the generated dashboard preview. The spreadsheet table, KPI cards, and charts all come from one JSON sample, so every visible result can be checked against the source.
The source preview highlights the exact columns and representative rows used in the analysis.
| Date | Quarter | Department | Manager Team | Ending Headcount |
|---|---|---|---|---|
| 2025-07-01 | Q3 2025 | Sales | Revenue Team | 84 |
| 2025-07-01 | Q3 2025 | Product | Core Product | 62 |
| 2025-07-01 | Q3 2025 | Operations | Central Operations | 76 |
| 2025-07-01 | Q3 2025 | Customer Support | Customer Experience | 90 |
| 2025-08-01 | Q3 2025 | Sales | Revenue Team | 86 |
The finished example is generated from the sample dataset rather than an unrelated mockup or stock image.
Grouped by Date
VizMint works best when every column has one clear heading and each row represents one consistent record.
| Column | Requirement | Example | Purpose |
|---|---|---|---|
| Employee ID | Required | EMP-1001 | Identifies unique employees |
| Hire Date | Required | 2024-02-15 | Determines start date and tenure |
| Employment Status | Required | Active | Identifies active and exited records |
| Termination Date | Required for turnover | 2026-05-30 | Identifies exit period |
| Department | Recommended | Customer Success | Creates departmental analysis |
| Role | Recommended | Account Manager | Creates role comparison |
| Location | Optional | Dhaka | Creates location analysis |
| Employment Type | Optional | Full Time | Separates employee groups |
| Exit Type | Optional | Voluntary | Separates voluntary and involuntary exits |
| Exit Reason | Optional | Career Change | Creates reason analysis |
| Manager or Team | Optional | Enterprise Team | Enables organizational comparison |
Employees active at the start of the period.
Employees active at the end of the period.
Average of beginning and ending headcount under the selected methodology.
Employees starting during the period.
Employees leaving during the period.
Exits divided by average headcount.
Starting employees remaining at period end.
Exits classified as voluntary.
Exits classified as involuntary.
| Chart or Output | Required Fields | Business Question |
|---|---|---|
| Headcount Trend | Date or period, active employees | How is workforce size changing? |
| Hires vs Exits | Period, hire date, termination date | Is the organization growing or shrinking? |
| Turnover by Department | Department, exits, average headcount | Where is turnover highest? |
| Turnover by Role | Role, exits, headcount | Which roles experience the most movement? |
| Turnover by Location | Location, exits, headcount | How do locations differ? |
| Voluntary vs Involuntary Exits | Exit type, count | What kinds of exits are occurring? |
| Tenure Distribution | Hire date, termination date or current date | When do employees tend to leave? |
Use clear headers, one record per row, consistent dates, and numeric values stored as numbers.
Select the CSV or Excel file using the page's upload control.
For multi-sheet workbooks, choose the sheet containing the relevant data table.
Review the detected fields and map any column VizMint could not identify confidently.
Check dates, numbers, categories, missing values, and record counts before generation.
Create the supported dashboard, report, presentation, chart, or answer.
Review calculations and limitations, then save, share, or export using the options available in the active plan.
| Metric | Formula or Method | Required Fields | Important Rule |
|---|---|---|---|
| Average Headcount | (Beginning headcount + ending headcount) ÷ 2 | Employee status and reporting period | Use one documented methodology consistently. |
| Turnover Rate | Exits during the period ÷ average headcount × 100 | Termination date and headcount | Internal transfers should not count as exits. |
| Retention Rate | Starting employees remaining at period end ÷ beginning headcount × 100 | Employee ID, start status, end status | New hires are not part of the starting cohort. |
| Hire Rate | Hires during the period ÷ average headcount × 100 | Hire date and headcount | Optional and methodology-dependent. |
| Problem | Recommended Fix |
|---|---|
| Employee IDs are missing or duplicated | Use a stable unique employee ID. |
| Termination dates are blank for exited employees | Add a valid exit date or clearly defined exit status. |
| Internal transfers appear as termination and rehire | Identify and exclude internal movement from turnover. |
| Contractors are mixed with employees | Add employment type and filter populations. |
| Department names change over time | Use a consistent mapping or effective-dated structure. |
| Small groups expose individuals | Apply privacy thresholds or suppress small-group results. |
Available options depend on the live VizMint plan. The final page should list only verified capabilities, such as saving the analysis, downloading chart images, exporting PDF or PowerPoint files, creating a shareable link, refreshing with updated data, or removing branding on eligible plans.
Do not publish a plan comparison until product and billing owners confirm every feature.
VizMint analyzes exports; it does not replace the accounting, CRM, help-desk, HR, warehouse, advertising, or project-management system that produced them.
Upload a structured CSV or Excel file, review the detected fields, and generate the workflow-specific output described on this page.