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Fix it before they do.\n\n## What This Does\n\nRuns a structured retention risk assessment across 8 dimensions, scores each 0-100, identifies flight-risk employees and departments, calculates replacement costs, and generates a 90-day action plan.\n\n## 8 Retention Dimensions\n\n1. **Compensation Competitiveness** — market benchmarking, pay equity, total comp analysis\n2. **Career Progression** — promotion velocity, skill development, internal mobility\n3. **Manager Quality** — span of control, 1:1 frequency, team tenure under each manager\n4. **Workload Balance** — overtime patterns, PTO usage, burnout indicators\n5. **Culture & Belonging** — eNPS trends, DEI metrics, team cohesion signals\n6. **Recognition & Feedback** — frequency, quality, peer-to-peer vs top-down\n7. **Flexibility & Autonomy** — remote policy, schedule control, decision authority\n8. **Onboarding & Early Tenure** — 90-day attrition, ramp time, buddy program effectiveness\n\n## How to Use\n\nGive the agent your team data (headcount, tenure distribution, recent departures, eNPS scores, comp bands) and it will:\n\n1. Score each dimension 0-100\n2. Flag dimensions below 60 as critical\n3. Calculate cost-of-turnover by role level:\n   - Entry level: 50-60% of salary\n   - Mid level: 75-100% of salary\n   - Senior/specialist: 100-150% of salary\n   - Executive: 200-400% of salary\n4. Identify top 3 retention levers (highest ROI interventions)\n5. Generate 90-day retention action plan with owner assignments\n\n## Replacement Cost Formula\n\n```\nReplacement Cost = (Recruiting fees + Lost productivity + Training + Ramp time) × Role multiplier\n\nQuick estimate:\n- $65K role → $39K-$65K replacement cost\n- $120K role → $90K-$180K replacement cost  \n- $200K role → $200K-$800K replacement cost\n```\n\n## 2026 Retention Benchmarks\n\n| Metric | Good | Average | Poor |\n|--------|------|---------|------|\n| Annual voluntary turnover | <10% | 10-18% | >18% |\n| 90-day new hire attrition | <5% | 5-12% | >12% |\n| eNPS | >40 | 10-40 | <10 |\n| Avg tenure | >3yr | 1.5-3yr | <1.5yr |\n| Internal mobility rate | >15% | 8-15% | <8% |\n| Manager quality score | >80 | 60-80 | <60 |\n\n## Industry Turnover Rates (2026)\n\n| Industry | Avg Voluntary Turnover | Top Quartile |\n|----------|----------------------|--------------|\n| Tech/SaaS | 13.2% | 8.1% |\n| Financial Services | 12.8% | 7.4% |\n| Healthcare | 19.5% | 11.2% |\n| Retail/Ecommerce | 24.1% | 14.8% |\n| Manufacturing | 14.7% | 9.3% |\n| Professional Services | 16.3% | 10.1% |\n| Construction | 21.4% | 13.6% |\n| Legal | 11.9% | 7.2% |\n| Real Estate | 15.8% | 9.7% |\n| Recruitment/Staffing | 28.3% | 16.9% |\n\n## AI Impact on Retention (2026 Factors)\n\nNew retention risks specific to the AI transition:\n- **Role anxiety**: 34% of employees report fear of AI replacement (Gallup 2025)\n- **Skills obsolescence**: Roles with >60% automatable tasks see 2.3x higher attrition\n- **AI tool fatigue**: Teams forced to adopt >3 new AI tools in 6 months show 40% higher burnout\n- **Upskilling gap**: Companies investing <2% of payroll in AI training lose senior talent 1.8x faster\n\nRetention plays that work in 2026:\n- AI upskilling budgets ($2K-$5K/employee/year)\n- Role redesign workshops (quarterly, collaborative not top-down)\n- \"AI productivity dividends\" — share efficiency gains as comp/time off\n- Internal AI project rotations\n\n## Red Flags Dashboard\n\nWatch for these combinations:\n- eNPS dropping + PTO usage declining = burnout spiral\n- Senior departures clustering in one team = manager problem\n- Glassdoor sentiment shift + job posting views up = flight risk wave\n- Promotion rate <5% + tenure >2yr cohort growing = stagnation crisis\n\n## Output Format\n\n```\nRETENTION RISK ASSESSMENT\n========================\nOverall Score: [X]/100\nRisk Level: [LOW/MODERATE/HIGH/CRITICAL]\n\nDIMENSION SCORES:\n[Dimension]: [Score]/100 — [Status emoji] [One-line finding]\n\nTOP 3 RISKS:\n1. [Risk] — Est. cost if unaddressed: $[X]/year\n2. [Risk] — Est. cost if unaddressed: $[X]/year\n3. [Risk] — Est. cost if unaddressed: $[X]/year\n\nRECOMMENDED ACTIONS (90-day):\nWeek 1-2: [Quick wins]\nWeek 3-6: [Structural changes]\nWeek 7-12: [Culture/process shifts]\n\nTOTAL ESTIMATED SAVINGS: $[X]/year from reduced turnover\n```\n\n## Get the Full Workforce AI Toolkit\n\nThis skill covers retention diagnostics. For the complete workforce transformation stack — AI readiness assessment, role redesign, hiring optimization, and productivity benchmarking:\n\n- **SaaS Context Pack**: https://afrexai-cto.github.io/context-packs/ ($47)\n- **AI Revenue Calculator**: https://afrexai-cto.github.io/ai-revenue-calculator/\n- **Agent Setup Wizard**: https://afrexai-cto.github.io/agent-setup/\n- **Pick 3 Bundle**: https://buy.stripe.com/... ($97)\n- **All 10 Packs**: https://buy.stripe.com/... 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[Risk] — Est. cost if unaddressed: $[X]/year\n\nRECOMMENDED ACTIONS (90-day):\nWeek 1-2: [Quick wins]\nWeek 3-6: [Structural changes]\nWeek 7-12: [Culture/process shifts]\n\nTOTAL ESTIMATED SAVINGS: $[X]/year from reduced turnover"}],"parameters":{},"dependencies":[],"permissions":[],"extractedFiles":[],"languages":["typescript"],"docsSourceLabel":"CLAWHUB","editorialOverview":"Employee Retention & Turnover Risk Analyzer Employee Retention & Turnover Risk Analyzer Diagnose why people leave. Fix it before they do. 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