Attrition Prediction

Attrition prediction models analyze combinations of behavioral signals — engagement survey scores, performance trajectories, tenure patterns, internal mobility activity, manager change history, and compensation relative to market — to assign each employee a probability of voluntary departure within a defined time window. In practice, the most predictive single signal is engagement score trajectory rather than absolute level: an employee dropping from 7 to 5 over two quarters is at higher risk than one who has consistently scored 4. The most common organizational mistake is building a model without a retention intervention protocol — a high-accuracy attrition prediction that triggers no action is a reporting exercise, not a retention tool.