Retention & Early Attrition System
Identify why your people are leaving in the first 90 days — and build the systems that stop it before it starts.
The Cost of Turnover
Employee turnover is more than a human resources challenge — it's a financial and operational one. When a key team member leaves, the impact ripples through the organization: disrupted workflows, pressure on remaining staff, and the compounding costs of recruiting, interviewing, and onboarding their replacement.
Beyond the dollars, frequent turnover erodes the institutional knowledge your team spent years building. High churn forces your organization into a permanent cycle of training and retraining — never gaining ground, never reaching full productivity. Fixing the systems that cause people to leave is the only way to break the cycle.
The average cost to replace an employee is 50%–200% of their annual salary.
(Source: Gallup)
Companies with high turnover experience lower productivity, lower morale, and higher training costs.
(Source: SHRM)
Employees who have a poor onboarding experience are 2x more likely to leave within the first year.
(Source: Digitate)
Attrition hotspot mapping
role, tenure, and manager-level turnover analysis
Early attrition intervention
structured support for the first 45 days
Manager retention playbook
tools and cadences that build accountable teams
Every retention engagement starts with data — not assumptions. We identify your specific turnover triggers and build the systems that address them directly.