Ready-made report | Attrition Analytics
Employee Attrition Dashboard
Understand why people leave — and stop losing key employees. Early warnings instead of post-mortems: see where risk is building up right now.
Features
Six key metrics of the Attrition dashboard
From the overall attrition rate to a predictive risk score — every metric you need to manage retention proactively, without manually consolidating Excel spreadsheets.
01
Attrition Rate (current and trend)
The current employee turnover rate across the company, with drill-down to department, region and position. Dynamics over 12–24 months. Voluntary and involuntary attrition shown separately. Seasonal patterns — when resignations peak and which departments are most prone to seasonal attrition.
02
Resignations by department and position
An attrition heat map: where turnover is concentrated. Analysis by tenure — who is leaving: newcomers or veterans. A manager view: which managers have above-average turnover. Department-to-department comparison.
03
Reasons for leaving (exit interview analysis)
If your company runs exit interviews, the results are integrated into the dashboard automatically. Reasons are categorized: working conditions, compensation, manager, career growth, a better offer. Frequency analysis by department.
04
Attrition risk (predictive score)
An early-warning model: overtime levels, engagement trends, tenure, lack of promotions. Every employee gets a risk score. The HR director and HRBPs see a list of people at elevated risk — and can have a preventive conversation.
05
Retention Rate by cohort
The percentage of employees still with the company 3, 6, 12 and 24 months after hiring. Cohort comparison: which quarter or hiring channel delivers better retention. Critical for assessing hiring quality — not how many vacancies were closed, but how many people stayed.
06
⚠ Comparison with industry benchmarks
Your company's attrition rate against the industry and market average. Is 25% turnover in IT alarming or normal? Benchmarks help separate a systemic problem from a market norm and set the right priorities for retention efforts.
Who it's for
Who works with the Attrition dashboard
Three roles for whom proactive attrition management is a daily competitive advantage.
HR director
Gets the full attrition picture without manual consolidation. Sees problem departments, risk groups and reasons for leaving in one place. Can justify specific retention measures to the CEO with numbers rather than gut feeling.
CEO
Understands how much the company spends on replacing employees and where those costs are highest. Gets a signal when turnover in a critical department starts to rise — before it hits plan delivery.
Department heads
Every line manager sees statistics for their own team: who is at risk, what the resignation patterns are, where attention is needed. A tool for the manager themselves — to act before someone leaves.
Integrations
What the Attrition Dashboard integrates with
The dashboard connects to your existing HR systems and consolidates data automatically, without manual collection.
HR systems
SAP SuccessFactors, Workday, BambooHR, Oracle HCM and others via ready-made connectors or APIs. Data on employees, positions, resignations and departments arrives automatically.
Time tracking
Time and attendance systems — actual hours worked, overtime, absences. This data is key to building the predictive attrition risk score.
Exit interview forms
Microsoft Forms, SurveyMonkey, Google Forms — if you don't have a systematic process yet, we set up an exit survey form that sends responses to Power BI automatically.
Excel and SharePoint
If HR records are kept in Excel spreadsheets, we connect them via Power Query. Recruiting logs, staffing tables and hiring data are integrated into a single model.
Personal data is protected with Row-Level Security: each role sees only its own level of detail, in line with GDPR and Ukrainian law.
Implementation Four steps to an Attrition dashboard — in 5–7 days We connect your existing data sources. If exit interviews are not yet systematic, we set up a collection form in 1–2 days.
Day 1 Connecting HR sources We get access to the HR system, time tracking and survey results. We analyze the structure of your workforce data. Your involvement: one 60-minute meeting.
Days 2–4 Data model and metrics We build a single model: we calculate attrition rate, cohort retention and the predictive risk score. If needed, we set up an exit interview form in Microsoft Forms.
Days 5–6 Role-based access and alerts We configure Row-Level Security: HR director, HRBPs, department heads — each sees their own level. We set up automatic alerts for critical risk levels.
Day 7 Launch and HR team training We deploy to Power BI Service and run a workshop for the HR director and HRBPs. We explain the logic of the predictive score and how to respond to alerts. 30 days of support included.
FAQ
Answers to common questions
What data is needed to calculate the attrition rate?
Can exit interview results be connected?
How is attrition risk (the predictive score) determined?
Ready to stop losing talent?
Stop the talent drain before it's too late
The Attrition dashboard shows where risk is building up, why people leave and what exactly needs to change. We launch it in 5–7 days on your data — no lengthy projects or big budgets.