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:
“We have too much attrition.”
What the Question Really Asks
Not the average attrition number, but who is leaving, from which critical populations, and what it will cost if it continues.
How OXYGEN Answers
Attrition segmented by skill criticality, career stage and location, projected forward in simulation, so retention investment goes where the loss actually hurts.
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 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 →