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Metric 01
Attrition
Why do people leave, and can leadership see it before the notice period starts?
Primary buyer: Chief People Officer
Example scope
- One definition of attrition, agreed with Finance and HR
- Leading indicators: engagement, manager change, tenure, workload
- Segmentation by team, level, and location
- Baseline against the last eight quarters
Deliverables
EXAMPLE STRUCTURE- One attrition dashboard, one number, one owner
- Risk list ranked by team, refreshed weekly
- Manager playbook: what to do when a flag fires
Timeline
Three steps. A clear question gives a clear delivery.
01
Define
Week 1
Agree the metric, the source system, and the owner.
02
Model
Week 2 to 3
Build the signal, test it against known departures.
03
Ship
Week 4
Dashboard live, thresholds set, alerts routed to managers.
The evidence
We measure what already exists before we propose anything new.
Analysis
Governance
Aggregated by default. Individual-level risk scores are visible only to HR, never to line managers.
What comes next
A metric rarely stands alone. The natural next step is Absence, or the first agent.
Next step
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Method, scope, and sources, published in full.
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How the dashboard becomes agents, alerts, and action in production.