Depends a bit on the size of the organization. Turnover reports are typically used to influence decision-making but if it’s single digits then it not only doesn’t tell much of a story but also gets dismissed as outliers. There’s a lot more context when it’s delivered in a qualitative format like exit interview quotes, case study snapshots, and feedback-->follow up.
If the org is bigger, classifying regrettable and involuntary turnover is pretty important. It helps leaders understand the kinds of talent issues need to be addressed.