Talent Flight Risk Radar

What it works from

• Employee names and departments
• Tenure and time since last role move
• Engagement scores and missed one-to-one counts
• Pay position measures and nearby recent departures

What you get back

• Individual departure-risk bands with the clearest recorded contributing factor
• Period-by-period assessment history
• Department-level risk charts
• Manager retention-conversation prompts for elevated-risk employees named in the assessment under applicable access controls and review policies, without assuming intent to leave or recommending punitive action. These prompts should be used to offer voluntary support and understand workplace concerns, not to make disciplinary, dismissal, compensation, promotion, or other consequential employment decisions based on predicted flight risk alone. Human review should check data quality, context, fairness, and privacy before any employee-facing action. The assessment should not infer protected or sensitive traits, use covert monitoring, or treat engagement scores and missed meetings as reliable proof of an intention to resign. Outputs should communicate uncertainty and allow correction of inaccurate records.

Why this is expensive by hand

Retention concerns often sit across disconnected workforce measures, making it difficult to distinguish isolated signals from a wider pattern. In practice it shows up as focusing manager retention conversations: identifies employees with elevated departure risk and the clearest recorded contributing factor. Gives managers a specific basis for a supportive retention conversation. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 2–3 weeks of senior time whenever it comes round.

How this Skill produces it

Skillsize turns that work into a Skill: you supply the material, and what comes back is individual departure-risk bands with the clearest recorded contributing factor, with period-by-period assessment history. What sits between input and output is the codified method: thresholds, sequencing and the points where a human confirms a call — all of it visible and editable in the Skill. The practical effect: 2–3 weeks of manual work becomes a ~25 minutes run, held to an identical standard on the tenth engagement as on the first.