Note: Logging an action (even before marking it Done) counts toward your "Acted On" metric. This measures your engagement. The lever cannot be changed after logging — if you need a different action, log a new one.
What your leadership sees: Your skip supervisor can view all actions and risk assessments for their org. HR Admin sees everything across the organization. Your direct reports cannot see any of this.
The employee has expressed dissatisfaction, is actively interviewing, or shows clear disengagement. You have concrete evidence, not just a hunch.
Warning signs present: declining engagement, frustration with career progression, compensation concerns, or manager instability. Your window to act proactively.
Employee appears engaged and satisfied. Continue regular check-ins but no urgent intervention needed.
Not Assessed means you haven't evaluated this person yet. Your leadership can see how many remain unassessed.
Notes are mandatory when changing the risk level. Explain what signals led to your assessment.
The system automatically flags employees based on 5 data-driven indicators. These inform your assessment — they don't determine it.
| Flag | What It Means | Why It Matters |
|---|---|---|
| Role >36mo | Same role for over 3 years | Career stagnation risk |
| Level >P75 | Time at level exceeds 75th percentile | Promotion velocity slower than peers |
| Mgr Same Level | Manager is at the same job level | Limited advocacy and growth opportunity |
| Mgrs >2/yr | More than 2 managers in past year | Manager churn erodes trust |
| Mgr <12mo | Current manager has less than 12 months | New manager may not yet advocate for them |
= Flagged = Not flagged
Establish consistent connection. Use when the relationship is new or unstable. Your primary diagnostic tool — listen, don't manage.
A focused conversation about what keeps them here and what might cause them to leave. Ask: "What do you look forward to? What would make you consider leaving?"
Arrange for your direct to meet with your manager. Gives them senior visibility and can uncover concerns they won't share with you directly.
Define a forward-looking plan with target role/level, skill gaps, timeline, and actions. The most important lever for role/level dwell time flags.
Assign a project that expands scope beyond current role. Builds promotion-ready skills. Should be visible to leadership.
Temporarily move into a different function. Effective for 3+ year role stagnation. Resets dwell time and re-energizes.
Initiate a permanent move when the current role is no longer a fit. Coordinate with HR and the receiving team.
Connect with a senior leader for guidance and advocacy. Especially important when the manager is at the same level or has limited tenure.
Invest in professional development through courses, certifications, or conferences. Signals organizational commitment.
Formally advocate for promotion review. Use when they've demonstrated readiness but haven't been put forward.
Request a comp adjustment outside normal cycle. Use for pay compression from long tenure at the same level.
Request targeted equity for retention. For high-value employees whose total comp hasn't kept pace.
Formal recognition nomination. Signals value regardless of root cause. Impactful for employees who feel invisible.
Publicly acknowledge contributions in a team meeting or channel. Low-cost, high-impact. Do this immediately.
The coloured cards at the top show how many of your visible employees fall into each retention risk category:
| Card | Meaning |
|---|---|
| Total | Total active high performers in your scope (excludes offboarded employees) |
| High Risk | Employees you or their supervisor assessed as High retention risk |
| Medium | Assessed as Medium risk |
| Low Risk | Assessed as Low risk |
| Not Assessed | No retention risk assessment yet — these need attention |
| ⚠ Overdue | Employees with an active action past its follow-up date (only shown if > 0) |
Two bars at the bottom of the page track your team's retention engagement:
Percentage of employees who have been given a retention risk assessment (High, Medium, or Low). "Not Assessed" employees are not counted. Target: 100% — every high performer should have a risk assessment.
Of the employees rated High retention risk, what percentage have at least one completed retention action. Active/in-progress actions don't count — only actions marked as Done with an outcome note. Target: 100% — every high-risk employee should have at least one completed retention action.
These stats update in real time as you assess risk and complete actions. You don't need to refresh the page.
If you have supervisors reporting to you who also manage high performers, you'll see the Supervisor Scorecard tab. This is your accountability view.
| Column | Meaning |
|---|---|
| Supervisor | Name of the supervisor reporting to you |
| High Performers | Total HP employees in that supervisor's org (all depths, not just directs) |
| High Risk | How many are assessed as High retention risk |
| Not Assessed | How many haven't been assessed yet |
| Acted On | How many have at least one completed retention action |
Click any supervisor row to drill into their organization. You'll see their sub-supervisors (if any) and their direct HP employees. You can keep drilling deeper through the hierarchy. A breadcrumb trail at the top lets you navigate back to any level.
At minimum quarterly, or after any significant change (new manager, missed promotion, org change).
Yes. Log each action separately. A high-risk employee might need a stay interview AND a comp review AND a stretch assignment.
Your skip-level supervisor sees all actions by you and supervisors in their org. HR Admin sees everything. Your direct reports cannot see actions logged about them.
It counts employees where at least one retention action has been completed (marked as Done with an outcome note). Active/in-progress actions don't count — only completed ones. This measures follow-through, not just intent.
Flags are data-driven indicators, not judgments. Use them as input. Note disagreements in your retention risk notes. HR Admin can override flags if data is wrong.
It's your commitment date. Actions past their follow-up show as "Overdue" in red. You can edit to extend the date or mark as Done with an outcome note.
You must provide an outcome note (minimum 10 characters) describing what happened. Once marked Done, the action becomes a permanent record and can no longer be edited. If further action is needed, log a new entry.
No. The lever is locked once logged to preserve the historical record. You can edit the notes and follow-up date, but not the lever itself. If you need a different action, log a new one.
Yes. When you open the retention risk popup, you'll see the change history showing every previous assessment with dates and who made the change. This is also visible in the Details view and in the Excel export.