I'm trying to figure out which will be an acceptable "roof" for supervisor (or team leader) attrition. I agree with many of the people in this forum about supervisors being a key position, for which it is important to keep track on how they develop, perform, and how long they stay on the company. Currently, our annual target for supervisor attrition is to be below 30%. For this calculation, we are including any person who left the position and had to be replaced, including people who leave the company or are promoted. This is because, no matter where they go, that generates a cost (which is what we are trying to point out). To provide more information, our center has more than 150 supervisors, who (each) have at least 15 people in their teams.
What would you take into consideration for setting the target for supervisor attrition? Which would be an appropriate target?