1.
When a key leader leaves, do you calculate the 6-month 'Ramp-Up' cost (the salary paid while they are learning, not producing) as part of your turnover expense?
2.
Do you track 'Secondary Attrition'—the number of high-performers who leave within 90 days of their manager exiting?
3.
Can you quantify the dollar value of the institutional knowledge and client relationships that walk out the door with every departing colleague?
4.
Do you measure the 'Promotion Failure Rate'—the percentage of internal moves that result in an exit within 18 months?
5.
Can you prove that your internal promotions are creating Sustained Leadership Equity, or are you simply 'burning' your best individual contributors by moving them into unsupported roles?
6.
How well do you know your Alumni? Are they acting as a free recruiting arm for your competitors, or are they your greatest source of high-value referrals?
7.
Do you calculate the 'Lost Referral Value' of an alumni base that has disconnected from your Culture Continuum?
8.
Most executives recognize that turnover is a significant 'hole in the bucket,' yet few have the tools to actually quantify the leak. Beyond standard exit interviews, do you have a data-backed strategy to recover that lost EBITDA, or is it time to look at the 'Invisible Ledger' together?
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