Turnover Heat Map

Ask where people are leaving and get a written read with an inline chart: voluntary turnover by team and tenure, with the hotspots called out. A snapshot on demand, grounded in your HRIS data.

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Exemple de prompt pour l'assistant Joy

Using our HRIS data in the Knowledge Center, show me where voluntary turnover is highest over the last [12 months], broken down by [team and tenure band], and flag the hotspots.

À quoi cela peut ressembler

Un exemple illustratif. Votre résultat dépendra de vos sources, de vos données et de vos demandes.

Using our HRIS data in the Knowledge Center, show me where voluntary turnover is highest over the last 12 months, broken down by team and tenure band, and flag the hotspots.

Reading your HRIS exit data for the trailing twelve months, companywide voluntary turnover is 11%. Two teams run well above that, and the pattern by tenure points to a specific cause, both flagged below.

Companywide voluntary turnover is 11% over the last twelve months. Support is the clear hotspot at 24%, more than double the average, with Sales next at 18%. Operations sits at 12%, Engineering at 9%, Marketing at 7%, and Product lowest at 6%.

Voluntary turnover by team: trailing 12 months

Support24%
Sales18%
Operations12%
Engineering9%
Marketing7%
Product6%

The tenure cut is where it gets useful. Support's 24% is concentrated almost entirely in the 0–12 month band (new hires leaving within the first year) which reads as an onboarding or role-fit problem more than a compensation one. Sales' 18%, by contrast, is spread across tenure bands and skews toward 2–3 year reps, the classic point where strong performers get recruited away. Operations at 12% is only just above average and not yet a hotspot.

Net: two different problems wearing the same number. Support needs a look at the first-90-days experience, and this lines up with the workload signal the sentiment read already flagged for that team. Sales needs a retention play aimed at your two-year performers. I'd prioritize Support. It's the higher rate and the more fixable cause.

Want me to break Support's turnover down by manager to see if it's concentrated, or pull the first-year exit reasons from the exit-interview notes?

From a hunch to a hotspot you can name

The Turnover Heat Map recipe reads your HRIS data on demand and returns a written analysis with one inline chart: voluntary turnover by team and tenure band, with the hotspots flagged and put in context against your company average. It's produced when you ask, not a board that runs on its own.

  1. Connect your HRIS data

    Give Joy read-only access to your HRIS or add an export with exits, hire dates, teams, and managers to the Knowledge Center.

  2. Ask for the breakdown

    Ask for voluntary turnover over a window, sliced by team and tenure band. Joy reads the data at ask time and computes the rates.

  3. Read the analysis and chart

    Joy returns a short written read with one inline chart ranking teams by turnover, hotspots flagged. The figures in the prose match the chart.

  4. Take it to the room that decides

    Copy the read and numbers into your leadership update or retention review. Joy drafts the analysis; you present it. Nothing is exported or scheduled for you.

  5. Make it one click for your team

    Save this ask as a custom command on the assistant your team already uses, so anyone can run it in one step.

Faites-en la vôtre

Hotspots Flagged

Calls out which teams and tenure bands are running hottest against your average.

One Clear Chart

A single inline chart ranks turnover by team, so the problem areas are unmistakable.

Tenure Breakdown

Splits churn by tenure band to separate early-attrition problems from late ones.

Slice to the Source

Follow up by manager or location and Joy re-reads to help you find the root cause.

By Manager

Break turnover down by people-manager to spot leadership-linked patterns.

By Location

Compare attrition across offices or regions to find site-specific issues.

Early Attrition

Focus on the first-year band to catch onboarding and role-fit problems.

Trend Over Time

Compare this year's rate to last to see whether a hotspot is heating or cooling.

Frequently Asked Questions

Is this a live heat-map dashboard?

No. Despite the name, it's a written analysis produced on demand with one inline chart. When you ask, Joy reads your HRIS data and returns the read for that moment. There's no persistent board refreshing on its own.

How is turnover calculated?

Joy computes voluntary turnover as departures over average headcount for the window you choose, then breaks it down by team and tenure band. In the example it uses a trailing twelve months and an 11% company average as the baseline for flagging hotspots.

Can I break turnover down by manager or location?

Yes. Ask a follow-up and Joy re-reads the data to slice turnover by manager, location, or tenure band, useful for tracing a hotspot like Support's first-year churn back to its source.

Does the chart match the written numbers?

Always. The rates in the prose are the same ones in the inline chart (Support at 24%, Sales at 18%, and so on) so you can quote either in your leadership update without reconciling them.

Can Joy send this report out on a schedule?

No. Joy drafts the analysis in chat; you copy it into your retention review or leadership deck and share it yourself. Joy doesn't schedule recurring reports or send anything on your behalf.

Recettes Connexes

RH

Headcount Dashboard

Ask for headcount by department with an inline chart and plan flags.
RH

Team Sentiment Analysis

Spot burnout trends from the questions teams ask most.
RH

Executive HR Portal

Leadership-only answers on workforce, succession, and comp.

Ready to see exactly where you're losing people?

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