Talent Retention

Playbook: Talent Retention

  • Logic Type: Stabilization Logic
  • Goal: Retain critical talent & capabilities
  • Start: Identify critical roles, functions, talent
  • End: Sustained retention in key segments

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Core Subprocesses: 1) Critical Segment Definition · 2) Risk Diagnostics · 3) Retention Design · 4) Execution & Monitoring · 5) Review & Adapt

Subprocess 2 · Risk Diagnostics

Purpose

Identify early-warning signals and root causes of flight risk in critical segments.

Guardrails

  • Privacy by design, opt-in where required.
  • No “black box” scoring without human review.
Play A Managerial Sensing & Stay Interviews (Human-led · Perceptive + Reflective)

Flow

  1. Quarterly stay interviews (structured).
  2. Heatmap by themes (work, growth, recognition, pay).
  3. Action snippets into team plans.

KPIs

  • Coverage ≥ 80% in critical roles
  • Action completion ≥ 70%
Play B Augmented Risk Scoring (Human-augmented · Predictive + Perceptive)

Flow

  1. Signals: internal mobility, pay position, manager span, survey.
  2. AI score → HITL review (bias & reasonability check).
  3. Segment-specific play prompts to managers.

KPIs

  • False positives < 15%
  • Intervention time < 10 Tage
Play C Trigger-based Interventions (Algorithmic-autonomous · Agentic)

Flow

  1. Threshold breach → automatic nudge to manager.
  2. Offer menu (growth, recognition, comp move).
  3. Escalation if no action in X days.

KPIs

  • Action pick-up ≥ 70%
  • Retention delta vs. control ≥ +5–8 pp