S1: Retention Risk

Situation

High-value employees begin mentally and emotionally disconnecting from the organization while maintaining acceptable performance levels, making their departure intentions nearly invisible until resignation letters appear on desks, leaving teams scrambled and succession plans in crisis.

Symptoms

Early Departure Warning Signals:

• Silent disengagement escalation: Previously enthusiastic employees becoming noticeably less participative in meetings and strategic discussions
• Behavioral pattern shifts: Increased sick days, delayed email responses, reluctance to take on new projects or long-term commitments
• Social withdrawal indicators: Reduced informal interactions with colleagues, skipping optional team events, avoiding networking opportunities
• Performance maintenance with reduced initiative: Meeting baseline expectations while no longer exceeding targets or volunteering for additional responsibilities
• Subtle job search signals: Updated LinkedIn profiles, increased networking activity, mysterious calendar blocks, or references to "exploring options"

Organizational Impact Amplification:

• Critical knowledge and relationships at risk of walking out the door with departing employees
• Team morale declining as remaining members absorb additional workload from unexpected departures
• Client relationships threatened when key account managers or technical experts leave suddenly
• Recruitment and training costs escalating as reactive hiring becomes necessary
• Succession planning disrupted when assumed future leaders exit without warning

Challenge

Primary Goal: Develop early warning systems that identify retention risks months before departure decisions crystallize, enabling proactive intervention to address underlying issues and preserve critical talent.

Why it matters: According to Gallup's 2025 State of the Global Workplace Report, global employee engagement declined to 21% in 2024, with manager engagement dropping from 30% to 27% UNLEASHGallup. The cost of disengagement to the global economy is $8.8 trillion in lost productivity Key Employee Engagement Data from Gallup's 2024 Study. With 51% of employees actively seeking new opportunities and 42% of turnover being preventable 13 Employee Retention Statistics Employers Need to Know [2025], early intervention can retain 75% of at-risk talent. Organizations with proactive retention strategies show 40% lower voluntary turnover and maintain stronger institutional knowledge and team stability.

Key Questions to Answer:

• Which specific engagement and motivation factors are declining for individual employees before they become visible risks?
• What environmental or leadership changes are triggering increased departure intentions?
• Which personal values and career motivations are no longer being fulfilled in current roles?
• How can individual retention strategies be developed based on personal drivers and risk factors?

Solution Approach

Deploy predictive retention diagnostics that identify departure risks and intervention opportunities:

Phase 1: Engagement and Motivation Risk Assessment

• Individual engagement and satisfaction profiling - Measure current connection to role, team, and organizational mission
• Career motivation and values alignment analysis - Assess whether personal drivers are being fulfilled in current position
• Leadership and team climate evaluation - Identify environmental factors that may be pushing talented employees toward departure

Phase 2: Predictive Risk Analysis and Intervention Planning

• Retention risk probability modeling - Combine multiple data points to predict individual departure likelihood and timeline
• Personalized retention strategy development - Create targeted interventions based on individual motivation patterns and risk factors
• Organizational retention climate optimization - Address systemic issues that create broad-based departure risks across teams

Expected Outcomes

• Immediate (0-2 months): Early identification of at-risk employees with specific retention intervention strategies
• Medium-term (2-6 months): Reduced voluntary turnover through proactive addressing of departure drivers
• Long-term (6+ months): Improved organizational retention culture with stronger employee commitment and reduced replacement costs

Available only in the PEATS Guide: in-depth comparisons of the most relevant online assessments for this case — including pricing, strengths and weaknesses, scientific quality, and detailed insights into the 7 closest-fit online assessments:

S1. Retention Risk

• Aon ADEPT-15 → personality and motivation linked to commitment.
• Korn Ferry KF4D → drivers and retention risk.
• Korn Ferry ESCI (360) → social/emotional climate affecting engagement.
• Ixly AKF → career values and retention drivers.
• Ixly AMA → mindset for change and engagement.
• XLNC Climate → team climate as retention signal.
• Thomas PPA → job fit and satisfaction indicators.