This statistic depicts the average annual employee turn over rate in the United States in 2016 and 2017, as reported by human resources (HR) professionals. During the 2017 survey, respondents reported an average annual turnover rate of 18 percent.

The employee attrition rate of professional services organizations worldwide ********* overall between 2013 and 2023, despite some fluctuations. During the 2023 survey, respondents reported an average employee attrition rate of **** percent.

This layer shows figures of quit rates and quit levels by the US, BLS regions, and states. Data is from the Bureau of Labor Statistics (BLS) and was released October and November of 2021. The layer default symbology highlights to September 2021 quit rate in comparison to the national figure of 3.0%.According to the October 2021 News Release by BLS:"The number of quits increased in August to 4.3 million (+242,000). The quits rate increased to a series high of 2.9 percent. Quits increased in accommodation and food services (+157,000); wholesale trade (+26,000); and state and local government education (+25,000). Quits decreased in real estate and rental and leasing (-23,000). The number of quits increased in the South and Midwest regions."In the following November News Release:"In September, quits rates increased in 15 states and decreased in 10 states. The largest increases in quits rates occurred in Hawaii (+3.8 percentage points), Montana (+1.5 points), as well as Nevada and New Hampshire (+1.1 points each). The largest decreases in quits rates occurred in Kentucky (-1.1 percentage points), Iowa (-1.0 point), and South Dakota (-0.7 point). Over the month, the national quits rate increased (+0.1 percentage point)."Quit rates: The quits rate is the number of quits during the entire month as a percent of total employment.Quit levels: Quits are the number of quits during the entire month.State and US figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedRegion figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedThis data was obtained in October and November 2021, and the months of data from BLS are as follows:August 2020September 2020April 2021 (only offered for Regions)May 2021June 2021July 2021August 2021September 2021 (preliminary values)For the full data release, click here.The states (including the District of Columbia) that comprise the regions are: Northeast: Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and VermontSouth: Alabama, Arkansas, Delaware, District of Columbia, Florida, Georgia, Kentucky, Louisiana, Maryland, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia, and West VirginiaMidwest: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and WisconsinWest: Alaska, Arizona, California, Colorado, Hawaii, Idaho, Montana, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming.

In 2024, the average staff turnover rate of hospitals in the U.S. stood at **** percent. The percentage of employees leaving hospitals has decreased since the peak of ** percent in 2021. A closer look at turnover reveals that most was among less tenured staff, with the highest rates among certified nursing assistants.

The Job Openings and Labor Turnover Survey program provides national estimates of rates and levels for job openings, hires, and total separations. Total separations are further broken out into quits, layoffs and discharges, and other separations.

By the last business day of April 2025, there were about ******* job separations in the trade, transportation, and utilities industry in the United States. Separations include voluntary quits, involuntary layoffs and discharges, as well as other separations such as retirements. Separations are also referred to as turnover.

In 2023, employee attrition rates decreased in the Americas and EMEA regions, however increased in the ACAP region. The Americas showed a decrease of 1.2 percent, with the ACAP region demonstrating a 3.3 percent increase. Relatively, however, these percentages were some of the best recorded between 2015 and 2023.

Voluntary employee turnover in business service centers in Poland in 2023 was nearly 14 percent, with the highest turnover in the BPO sector.

Graph and download economic data for Quits: Total Nonfarm (JTSQUR) from Dec 2000 to Apr 2025 about quits, nonfarm, and USA.

In 2023, the attrition rate was the highest among employees working in financial services. It was followed by life sciences and consumer products sectors.

Services Sector Activity Indicators: Turnover index by sectors and activities. Monthly. National.

How long indoor sex workers stay employed in collectives is a poorly understood aspect of sex worker agency in industrialized democracies. This study provides estimates of turnover, the rate at which workers leave employment, using a subsample of 76 collectives representing 3545 workers over a one-year period. All the collectives provided data on individual workers via external websites. The collectives were identified in a larger random sample of 783 advertisers from a popular Canadian classifieds site used by sex workers, all of whom provided URLs as part of their ad contact information. Monthly between October 2022 and October 2023, individual workers associated with the subsample of advertisers were identified from web pages maintained by these advertisers and scheduling data was collected where available. Worker turnover was estimated based on whether workers were visible one month to the next. Over the year, estimated turnover ranged from 12.0% to 16.0% (mean 14.2% SD 1.1%). Turnover was not affected by month or number of workers in the collectives. Mean 41.1% workers (SD 23.5%, N = 51 advertisers) were scheduled on any given day. Workers were visible for a mean 5.5 months (SD 4.5) with those visible for one month being the largest single group. Most sex workers in collectives are likely not permanent full time employees, and the extremely brief work histories of many suggest that failure in the industry may be common for this subpopulation.

Employee Survey Software Market Outlook

The global employee survey software market size was valued at approximately USD 2.5 billion in 2023 and is projected to reach USD 5.8 billion by 2032, growing at a compound annual growth rate (CAGR) of 9.5% during the forecast period. This market growth is primarily driven by the increasing need for organizations to gather actionable insights from employee feedback to enhance productivity, engagement, and overall workplace satisfaction. As workforce dynamics continue to evolve, companies are recognizing the critical importance of understanding employee sentiments to drive strategic decisions and foster a positive organizational culture.

One of the key growth factors in the employee survey software market is the rising adoption of digital transformation initiatives across various industries. Organizations are increasingly leveraging advanced technologies to streamline operations and improve employee experiences. Employee survey software offers a convenient and efficient platform to collect, analyze, and act on employee feedback, thereby enabling companies to make data-driven decisions. The integration of artificial intelligence (AI) and machine learning (ML) capabilities within these software solutions further enhances their ability to provide predictive insights and tailor recommendations, contributing to market growth.

Another significant growth driver is the growing emphasis on employee engagement and retention strategies. In an era marked by high employee turnover rates and talent shortages, companies are investing in tools that help them understand the needs and concerns of their workforce. Employee survey software allows organizations to conduct regular pulse surveys, measure employee satisfaction, and identify areas for improvement. By fostering a culture of open communication and continuous feedback, businesses can enhance employee loyalty, reduce attrition rates, and ultimately improve organizational performance.

Moreover, regulatory requirements and industry standards are compelling organizations to prioritize employee wellbeing and satisfaction. Compliance with labor laws and corporate governance norms necessitates a transparent and systematic approach to managing employee feedback. Employee survey software provides a structured mechanism to capture, analyze, and report on employee sentiments, ensuring that companies adhere to legal and ethical standards. This regulatory compliance aspect is particularly crucial in sectors such as healthcare, BFSI, and government, where employee feedback plays a vital role in maintaining operational integrity and service quality.

In this context, 360 Degree Feedback Software emerges as a crucial tool for organizations aiming to gain a comprehensive understanding of employee performance and development needs. Unlike traditional feedback mechanisms, 360 Degree Feedback Software collects insights from a variety of sources, including peers, subordinates, and supervisors, providing a holistic view of an employee's competencies. This multi-rater feedback approach not only enhances self-awareness among employees but also fosters a culture of continuous improvement and accountability. By integrating 360 Degree Feedback Software with employee survey solutions, organizations can create a more robust framework for evaluating performance, identifying skill gaps, and tailoring professional development programs. As businesses strive to cultivate a more engaged and high-performing workforce, the adoption of such comprehensive feedback systems is expected to rise, further driving the growth of the employee survey software market.

From a regional perspective, North America holds a significant share of the global employee survey software market. The presence of major technology companies and the widespread adoption of advanced digital solutions in the region contribute to this dominance. Additionally, the Asia Pacific region is expected to witness substantial growth during the forecast period, driven by the increasing focus on employee engagement and the rising adoption of cloud-based solutions in countries like China and India. The rapid expansion of the IT and telecommunications sector in the Asia Pacific region also fuels the demand for employee survey software, as companies in this industry seek to enhance workforce productivity and satisfaction.

Deployment Mode Analysis

The employee survey software market can be segmented based on deployment mode into on-premises

Romania - Turnover in services was 3.90 % year-on-year in September of 2023, according to the EUROSTAT. Trading Economics provides the current actual value, an historical data chart and related indicators for Romania - Turnover in services - last updated from the EUROSTAT on June of 2025. Historically, Romania - Turnover in services reached a record high of 34.40 % year-on-year in June of 2021 and a record low of -10.30 % year-on-year in June of 2020.

This table contains figures on the net turnover in the labor market for the narrow care and welfare sectors; this is an aggregate of all sectors in the care and welfare sector, excluding childcare. The figures are broken down by AZW branches, country, part of the country, province and RegioPlus labor market regions. The percentages shown are a three-year average, using the last Friday before Christmas as the reference date for each year. The calculations relate to employees' main jobs. The municipality of residence of the employee is used to determine the region. The AZW branches are determined on the basis of the main activity (SBI code) of the company where an employee works. This may not be the only activity a company engages in. The main activity 'Other social advice, community centers and cooperative bodies in the field of welfare' (SBI code: 88999) also takes into account the collective labor agreement under which the employee works. Employees who fall under Collective Labor Agreement codes 0004 to 0300 or Collective Labor Agreement codes 0302 to 8102 are classified under the 'Other Care and Welfare' sector. The employees who fall under a different CAO code are classified under 'Social Work (Other)'. A complete overview of all Collective Labor Agreement codes can be found in paragraph 3. This table does not broadly include figures on net turnover on the labor market for the care and welfare sectors (for a reference to these figures, see paragraph 3). If the sectors in care and welfare are narrow, this means that childcare is not presented because childcare is not considered to be part of the broad care and welfare labor market. As a result, the figures on net turnover in the care and welfare labor market broadly relate to a different population than the figures on care and welfare narrowly. Figures on different populations are not published in the same table. The figures on the labor market in care and welfare are presented in their own table. This table was developed in the context of the Labor Market, Care and Welfare (AZW) research programme. For more trends and developments in the field of the healthcare and welfare labor market, see azwstatline.cbs.nl (see section 3). Data available from: 2010/2012 three-year averages. Status of the figures: The figures in this table are provisional. Changes as of 23 May 2023: The table has been supplemented with the three-year average over the period 2020/2022. Figures for earlier periods have been adjusted to reflect the use of more recent sources. As of September 1, 2022, the RegioPlus-Arbeidsmarktregio Rijnstreek has changed its name: the new name is “Rijn Gouwe”. This name change has been put back in time in this table (2010/2012). As of March 24, 2022, the municipality of Weesp merged with the municipality of Amsterdam. This municipal reclassification has been implemented in this table from 2022 – and thus in figures for 2020/2022. This administrative change may affect developments in these regions. An overview of all municipal changes can be found in section 3. When will new figures be released? New figures are expected in mid-2024

Services Sector Activity Indicators: Occupation index by Autonomous Communities. Monthly. Autonomous Communities and Cities.

Interactive monthly chart and 61 years of historical data from 1964 to 2025.

In 2022, around 35 percent of small and mid-sized companies in the construction industry in Germany stated that they are facing an increasing challenge with employee turnover. 19 percent of companies in the production of capital goods also answered that it was an issue, but that it did not have any negative consequences for the company.

Services Sector Activity Indicators: Employed personnel index by Autonomous Community. Monthly. Autonomous Communities and Cities.