Retention Risk Score
This page explains Retention Risk Score and its relevance to business operations.
D04 - Team Structure Clarity
Definition
A numerical assessment of how likely a team member is to leave, based on their compensation gap relative to market rate, their role growth trajectory, and observable engagement signals calculated before a departure occurs rather than after an offer arrives.
Most retention failures happen not because the person left suddenly, but because the signals were visible for months and nobody acted on them.
A retention risk score turns informal "they seem frustrated" observations into a structured, comparable, actionable assessment.
Indicators
- A key team member's departure in the last 12 months came as a surprise but shouldn't have, in retrospect.
- No team member's compensation has been benchmarked against market rate in the last year.
- The only time retention becomes a topic is when someone has already received an outside offer.
Quick Win
- Name your highest institutional-knowledge team member.
- Ask three questions: Has their compensation been benchmarked against market rate in the last 12 months? Is there a visible promotion or growth path for this person in the next six months? Have you observed any engagement decline signals — reduced initiative, shorter conversations, missed optional events?
- If the answer is no, yes, or yes, you have a retention risk that deserves a direct conversation this quarter.
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