Talent Analytics · User guide

Talent attrition risk

Spot signals of possible departure, understand the factors shown for each case, and turn the information into thoughtful retention conversations and actions.

What does this section show?

The module shows an attrition risk estimate and, where data is available, a breakdown of factors such as job satisfaction, balance, growth, leadership, collaboration, compensation, and engagement. The category helps you prioritize cases or teams for review; it does not prove that someone intends to leave or identify a cause on its own.

Before comparing results: check the population, filters, and data date. A person without an available result should not be treated as low risk.

How to view attrition risk

1. Open Attrition Risk

In the menu, open Talent Analytics and select “Attrition Risk.”

2. Check filters and groups

Confirm the selected population and filters. Review the satisfaction map, then expand the high, medium, or low risk groups to see the people included.

3. Open a case

Select “See more” in a person's row to review their risk, factors, and available recommendations.

Attrition Risk overview in Nala Demo, viewed by Linda Londres
Attrition Risk overview. Captured as Linda Londres in Nala Demo. The visible results belong to the demo account; the interface in this screenshot is in Spanish.
Expanded high risk group in Nala Demo Attrition Risk
Risk groups. Expanding a category shows its people and the “See more” action. The interface in this screenshot is in Spanish.

How to read an individual result

The risk category (high, medium, or low) helps prioritize review. The satisfaction map shows recorded factors for the person; a single value does not establish why someone might leave.

Expand a recommendation to read it alongside its factor. Check it against the person's situation before choosing an action.

Attrition risk case detail and recommendation in Nala Demo, viewed by Linda Londres
Case detail. Captured as Linda Londres in Nala Demo. It shows risk, the satisfaction map, and an expanded recommendation. The interface in this screenshot is in Spanish.

What to do with the findings

  1. Prioritize in context. Review high and medium risk cases, their importance to the team, and data coverage before deciding where to act.
  2. Talk, do not assume. Have a private conversation to understand the person's actual experience. Do not present the result as a certain prediction.
  3. Choose a concrete action. Based on what the conversation confirms, consider workload, growth opportunities, leader support, team coordination, or compensation.
  4. Follow up. Agree on owners and dates, record actions through your organization's usual process, and review whether the situation has changed.

Responsible use: handle this information discreetly and limit access to people who need to manage the case. Do not make employment decisions based only on this indicator.

Frequently asked questions

Does high risk mean the person will leave?

No. It is a signal to review and discuss; the screen cannot predict a person's decision with certainty.

What if no result appears?

First check filters and data availability. Do not classify the case as low risk because data is missing.

Can I compare departments?

Yes, when you use the same scope and time period. Distinguish the number of people at risk from the percentage within each department, and state how many people have a result available.