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:
“Our senior, experienced workforce is leaving too fast.”
What the Question Really Asks
Retirement waves and experience attrition are walking decades of tacit knowledge out the door on a knowable schedule.
How OXYGEN Answers
The retirement horizon is fully predictable from the data: simulation shows exactly when each critical expertise pool thins out, leaving time to transfer, backfill or restructure before the cliff.
Question areaCareers, Retention & Experience
StatusSolved repeatedly
Related Questions
Other client questions in the same area, each one already answered in OXYGEN.
- What is the cost of attrition?A defensible number for the board: separation, replacement, ramp-up, lost knowledge and the productivity gap in between.Read use case →
- 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 →