Talent Retention Radar

Talent Retention Radar: practical plan

Retention review

Aggregate signals

Review voluntary turnover, tenure cohorts, exit themes, workload, manager span, internal mobility and survey trends. Use minimum group sizes and suppress small cohorts to protect privacy.

Investigate context

Interview employees voluntarily about workload, clarity, growth, management support, flexibility and recognition. Do not infer intent to leave from private communications or individual activity.

Action areas

• Workload and staffing capacity
• Manager coaching and feedback cadence
• Career paths and internal opportunities
• Compensation fairness review with qualified HR/compensation partners
• Role clarity and change communication

Measures

Track aggregate retention, regretted attrition definitions, internal mobility, survey participation, workload and action completion. Avoid targeting individuals based on a predictive score.

Governance

Share findings at an appropriate aggregate level, communicate actions transparently, and let employees choose whether to engage. Review for disparate impact and protect confidentiality.

Measurement and review

Record the baseline, source, date range, denominator and owner. Use one primary measure plus quality guardrails; compare like-for-like cohorts and disclose missing data. Treat estimates as scenarios, not observed outcomes.

Risks and controls

Check relevance, consent, disclosure, workload and downside before scaling. Keep an evidence trail, obtain human review for material commitments, and pause if trust, quality or compliance signals deteriorate.

Next steps

1. Confirm the goal, audience and available capacity.
2. Gather the minimum evidence for a first test.
3. Assign an owner, budget and review date.
4. Run a small pilot, record outcomes and decide whether to iterate, expand or stop.