Formula used
Each category produces a subscore from 0 to 100, where higher means higher risk. The overall score is a weighted average:
Overall Score = Σ(Weightᵢ × Subscoreᵢ) ÷ 100
To express an estimated probability, the score is passed through a smooth logistic curve:
Probability (%) = 100 ÷ (1 + e^(-(Score − 50) ÷ 10))
How to use this calculator
- Enter known signals for the employee or cohort.
- Select the risk type that fits your use case.
- Adjust weights if your organization values different drivers.
- Click Calculate risk to see score, drivers, and actions.
- Use downloads to share a lightweight report with stakeholders.
Example data table
| Employee | Tenure | Engagement | Pay | Growth | Workload | Manager | Risk | Level |
|---|---|---|---|---|---|---|---|---|
| Ayesha | 9 | 52 | 58 | 2/5 | 8/10 | 2/5 | 74 | Critical |
| Bilal | 28 | 70 | 72 | 3/5 | 6/10 | 4/5 | 46 | Moderate |
| Farah | 14 | 78 | 45 | 3/5 | 5/10 | 4/5 | 58 | High |
| Hassan | 62 | 82 | 80 | 4/5 | 4/10 | 4/5 | 22 | Low |
| Sana | 5 | 60 | 68 | 2/5 | 7/10 | 3/5 | 66 | High |
Example values are illustrative. Use your internal benchmarks for consistency.
FAQs
1) What does the score represent?
The score is a 0–100 risk index combining engagement, pay, growth, workload, team factors, tenure, and observable signals. Higher scores indicate higher retention risk under your selected weight settings.
2) Is the probability a guaranteed prediction?
No. The probability is a smoothed interpretation of the score. It helps compare scenarios, not to label individuals. Use it with judgment and additional context.
3) What is the difference between voluntary and total risk?
Voluntary focuses on preventable exits driven by experience, rewards, and growth. Total also accounts for performance-related separation risk, which can influence overall stability.
4) How should we choose weights?
Start with defaults, then align weights with your retention strategy. For example, sales teams may emphasize compensation; engineering teams may emphasize growth and workload. Keep weights stable for month-to-month trend tracking.
5) What inputs matter most if we have limited data?
Engagement, pay competitiveness, growth satisfaction, workload, and manager relationship often provide strong direction. Add tenure and job-search signals if available for sharper prioritization.
6) Can we use this for cohorts instead of individuals?
Yes. Enter average values for a team or function to compare units. Cohort scoring reduces noise and is safer for decision-making than using a single person’s snapshot alone.
7) How often should we recalculate risk?
Monthly is typical. Recalculate after major events like reorganizations, compensation reviews, manager changes, or workload spikes to capture new conditions quickly.
8) How do we reduce risk without raising pay immediately?
Improve manager 1:1s, clarify priorities, rebalance workload, and create short-term growth plans. Recognition and flexibility changes can be fast, low-cost levers that meaningfully shift perceived value.