Every engagement since 2011 started with a question, asked almost word for word by a workforce planning leader, an HR executive or a CEO. This is one of them:
“What is the cost of attrition?”
What the Question Really Asks
A defensible number for the board: separation, replacement, ramp-up, lost knowledge and the productivity gap in between.
How OXYGEN Answers
Full-cycle attrition costing per population: recruitment, onboarding, time-to-productivity and knowledge loss, quantified against real data, which turns retention budgets from a plea into a business case.
Question areaCareers, Retention & Experience
StatusSolved repeatedly
Related Questions
Other client questions in the same area, each one already answered in OXYGEN.
- We have too much attrition.Not the average attrition number, but who is leaving, from which critical populations, and what it will cost if it continues.Read use case →
- We have no visibility on our career evolution.People cannot see a path, so the best ones make their path elsewhere.Read use case →
- Our senior, experienced workforce is leaving too fast.Retirement waves and experience attrition are walking decades of tacit knowledge out the door on a knowable schedule.Read use case →