Employee Retention & Turnover Risk Analyzer

Analyzes employee retention risk across 8 dimensions, identifies flight risks, estimates turnover costs, and provides a 90-day retention action plan with pri...

Security Scan

The skill's requests and instructions are coherent with its stated purpose (HR retention analysis); it is instruction-only, asks for team/HR data (as expected), and does not request unrelated credentials or install anything.

Purpose & Capability

The name and description match the SKILL.md: it performs retention scoring, cost estimates, and a 90-day plan. It does not request unrelated binaries, environment variables, or config paths.

Instruction Scope

Runtime instructions ask the agent to analyze user-provided team data (headcount, tenure, departures, eNPS, comp bands), which is appropriate. Be aware this inherently involves sensitive HR/personnel data — the SKILL.md does not instruct the agent to read system files or external configs, nor to transmit data to third‑party endpoints, but it does not include guidance on anonymization or logging/privacy either.

Install Mechanism

No install spec and no code files — instruction-only. This minimizes on-disk code execution and install-time risk.

Credentials

The skill declares no required environment variables, credentials, or config paths. The data it needs (workforce metrics) are appropriate for the task; no unrelated secrets are requested.

Persistence & Privilege

always is false and the skill does not request elevated or persistent privileges. Autonomous invocation is permitted (platform default) but not combined with other concerning flags.

Assessment

This skill appears to do what it says, but it will need sensitive HR data to be useful. Before using it: (1) avoid pasting raw PII (names, SSNs, personal email addresses); anonymize or aggregate data where possible (e.g., role-level, cohort-level metrics); (2) confirm where the agent stores or logs analysis outputs and who can access them; (3) vet the vendor if you plan to follow paid links or hand over full datasets to external services; (4) if you must share individual-level data, ensure compliance with your company privacy policy and local law. If you want stronger assurance, test the skill with synthetic or anonymized sample data first.

Diagnose why people leave. Fix it before they do.

What This Does

Runs 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.

8 Retention Dimensions

1. Compensation Competitiveness — market benchmarking, pay equity, total comp analysis
2. Career Progression — promotion velocity, skill development, internal mobility
3. Manager Quality — span of control, 1:1 frequency, team tenure under each manager
4. Workload Balance — overtime patterns, PTO usage, burnout indicators
5. Culture & Belonging — eNPS trends, DEI metrics, team cohesion signals
6. Recognition & Feedback — frequency, quality, peer-to-peer vs top-down
7. Flexibility & Autonomy — remote policy, schedule control, decision authority
8. Onboarding & Early Tenure — 90-day attrition, ramp time, buddy program effectiveness

How to Use

Give the agent your team data (headcount, tenure distribution, recent departures, eNPS scores, comp bands) and it will:

1. Score each dimension 0-100
2. Flag dimensions below 60 as critical
3. Calculate cost-of-turnover by role level:
   • Entry level: 50-60% of salary
   • Mid level: 75-100% of salary
   • Senior/specialist: 100-150% of salary
   • Executive: 200-400% of salary
4. Identify top 3 retention levers (highest ROI interventions)
5. Generate 90-day retention action plan with owner assignments

Replacement Cost Formula

Replacement Cost = (Recruiting fees + Lost productivity + Training + Ramp time) × Role multiplier

Quick estimate:
- $65K role → $39K-$65K replacement cost
- $120K role → $90K-$180K replacement cost  
- $200K role → $200K-$800K replacement cost

2026 Retention Benchmarks

Metric	Good	Average	Poor
Annual voluntary turnover	<10%	10-18%	>18%
90-day new hire attrition	<5%	5-12%	>12%
eNPS	>40	10-40	<10
Avg tenure	>3yr	1.5-3yr	<1.5yr
Internal mobility rate	>15%	8-15%	<8%
Manager quality score	>80	60-80	<60

Industry Turnover Rates (2026)

Industry	Avg Voluntary Turnover	Top Quartile
Tech/SaaS	13.2%	8.1%
Financial Services	12.8%	7.4%
Healthcare	19.5%	11.2%
Retail/Ecommerce	24.1%	14.8%
Manufacturing	14.7%	9.3%
Professional Services	16.3%	10.1%
Construction	21.4%	13.6%
Legal	11.9%	7.2%
Real Estate	15.8%	9.7%
Recruitment/Staffing	28.3%	16.9%

AI Impact on Retention (2026 Factors)

New retention risks specific to the AI transition:

• Role anxiety: 34% of employees report fear of AI replacement (Gallup 2025)
• Skills obsolescence: Roles with >60% automatable tasks see 2.3x higher attrition
• AI tool fatigue: Teams forced to adopt >3 new AI tools in 6 months show 40% higher burnout
• Upskilling gap: Companies investing <2% of payroll in AI training lose senior talent 1.8x faster

Retention plays that work in 2026:

• AI upskilling budgets ($2K-$5K/employee/year)
• Role redesign workshops (quarterly, collaborative not top-down)
• "AI productivity dividends" — share efficiency gains as comp/time off
• Internal AI project rotations

Red Flags Dashboard

Watch for these combinations:

• eNPS dropping + PTO usage declining = burnout spiral
• Senior departures clustering in one team = manager problem
• Glassdoor sentiment shift + job posting views up = flight risk wave
• Promotion rate <5% + tenure >2yr cohort growing = stagnation crisis

Output Format

RETENTION RISK ASSESSMENT
========================
Overall Score: [X]/100
Risk Level: [LOW/MODERATE/HIGH/CRITICAL]

DIMENSION SCORES:
[Dimension]: [Score]/100 — [Status emoji] [One-line finding]

TOP 3 RISKS:
1. [Risk] — Est. cost if unaddressed: $[X]/year
2. [Risk] — Est. cost if unaddressed: $[X]/year
3. [Risk] — Est. cost if unaddressed: $[X]/year

RECOMMENDED ACTIONS (90-day):
Week 1-2: [Quick wins]
Week 3-6: [Structural changes]
Week 7-12: [Culture/process shifts]

TOTAL ESTIMATED SAVINGS: $[X]/year from reduced turnover

Get the Full Workforce AI Toolkit

This skill covers retention diagnostics. For the complete workforce transformation stack — AI readiness assessment, role redesign, hiring optimization, and productivity benchmarking:

• SaaS Context Pack: https://afrexai-cto.github.io/context-packs/ ($47)
• AI Revenue Calculator: https://afrexai-cto.github.io/ai-revenue-calculator/
• Agent Setup Wizard: https://afrexai-cto.github.io/agent-setup/
• Pick 3 Bundle: https://buy.stripe.com/... ($97)
• All 10 Packs: https://buy.stripe.com/... ($197)

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