Attrition Toolkit

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Provide consultation, coordination, planning for the design and implementation of programs focused on creating a culture of belonging, developing and advancing diverse internal talent, and reducing the Attrition of diverse talent.

More Uses of the Attrition Toolkit:

  • Coordinate staffing levels and the daily activities of the Team, provide Attrition reason codes to management.

  • Lead: monitor training Attrition and partner with Human Capital delivery and Talent Acquisition to determine Root Cause Analysis and develop proactive measures to reduce training Attrition.

  • Ensure you advance; understand why Customer Attrition is occurring and implement a process to remedy.

  • Arrange that your group complies; monitors training Attrition and partner with Human Capital Delivery and Recruiting to determine Root Cause Analysis and develop proactive measures to reduce training Attrition.

  • Establish: Proactive Management of Customer Satisfaction and supporting the renewals process to minimize Customer Attrition.

  • Organize: monitor member Attrition and develop action plans to curtail member Attrition and maintain it at the lowest possible level.

  • Mitigate account Attrition by proactively identifying at risk accounts and develop a turnaround strategy.

  • Deliver successful customers to the contract renewal cycle and, where necessary, support the renewals process to minimize Customer Attrition.

  • Establish key contacts and sources to collect and maintain model inputs as volumes, initiatives, average handle time, shrinkage, Attrition, headcount etc.

  • Evaluate and manage short and long term staffing plans against forecasts and Attrition to ensure your sites meet to your Service Level Agreements.

  • Ensure you guide; succeed leading and guiding the performance of it on the core work KPIs (around quality, efficiency) and on metrics that are critical to running the business, like involuntary Attrition, retention, and engagement.

  • Devise: work closely with business partners and others to provide Data Analyses and insights to support key initiatives, as Attrition reduction, Workforce Planning, recruitment, Succession Planning, Talent Management, and diversity.

  • Be accountable for leading and guiding the performance of the Risk Function on the core work KPIs (around quality, efficiency) and on metrics that are critical to running the business, like involuntary Attrition, retention, and engagement.

  • Devise: complete and bridge metric gaps on daily and weekly reports regarding attendance, Attrition, engagement, labor fill, etc.

  • Coordinate a streamlined process and systematic approach for annual contract renewals with the aim of increasing revenue retention and expansion and mitigating revenue Attrition and contraction.

  • Steer: track and report staffing, retention, Attrition, and other data to line management; recommend programs and/or enhancements as appropriate.

  • Improve Customer Engagement and Attrition.

  • Confirm your group ensures the control and minimization of overhead costs as management ratios, Attrition, and overtime costs.

  • Assure your organization complies; analysis collect, analyze and use survey and Attrition data to improve site processes, implement new programs, and mentor people leaders on onboarding Best Practices.

  • Manage: compliance, status, staffing plans, Attrition to management.

  • Evaluate: potential Customer Attrition monitoring patterns that indicate the relationship with the customer is deteriorating.

  • Be accountable for leading and guiding the performance of it on the core work KPIs (around quality, efficiency) and on metrics that are critical to running the business, like involuntary Attrition, retention, and engagement.

  • Develop: conduct experiments to improve Customer Engagement and reduce Attrition.

  • Predict and manage Attrition in critical roles.

  • Collaborate with other functions to improve sales Attrition rates.

  • Identify the key individuals in your organization and have Contingency Plans against Attrition.

  • Analyze and monitor overall material health looking at usage, requirements, Attrition, projection estimates and alternatives related to material procurement.

  • Evaluate: monitor and conduct Attrition Trend Analysis and develop retention strategies.


Save time, empower your teams and effectively upgrade your processes with access to this practical Attrition Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Attrition related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Attrition specific requirements:

STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Attrition Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a Data Driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 999 new and updated case-based questions, organized into seven core areas of Process Design, this Self-Assessment will help you identify areas in which Attrition improvements can be made.

Examples; 10 of the 999 standard requirements:

  1. What is the definition of Attrition excellence?

  2. Do Attrition benefits exceed costs?

  3. What Internal Processes need improvement?

  4. Which costs should be taken into account?

  5. How do you verify the authenticity of the data and information used?

  6. Attrition risk decisions: whose call is it?

  7. What is the complexity of the output produced?

  8. How do you verify and develop ideas and innovations?

  9. A compounding model resolution with available relevant data can often provide insight towards a solution methodology; which Attrition models, tools and techniques are necessary?

  10. Where is the cost?

Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the Attrition book in PDF containing 994 requirements, which criteria correspond to the criteria in...

Your Attrition self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the Attrition Self-Assessment and Scorecard you will develop a clear picture of which Attrition areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough Attrition Self-Assessment
    • Is secure: Ensures offline Data Protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:


STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Attrition projects with the 62 implementation resources:

  • 62 step-by-step Attrition Project Management Form Templates covering over 1500 Attrition project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?

  2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?

  3. Project Scope Statement: Will all Attrition project issues be unconditionally tracked through the Issue Resolution process?

  4. Closing Process Group: Did the Attrition Project Team have enough people to execute the Attrition Project Plan?

  5. Source Selection Criteria: What are the guidelines regarding award without considerations?

  6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Attrition Project Plan (variances)?

  7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?

  8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?

  9. Procurement Audit: Was a formal review of tenders received undertaken?

  10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?

Step-by-step and complete Attrition Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

2.0 Planning Process Group:

3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log

4.0 Monitoring and Controlling Process Group:

  • 4.1 Attrition project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance

5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 Attrition project or Phase Close-Out
  • 5.4 Lessons Learned



With this Three Step process you will have all the tools you need for any Attrition project with this in-depth Attrition Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Attrition projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based Best Practice strategies aligned with overall goals
  • Integrate recent advances in Attrition and put Process Design strategies into practice according to Best Practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Attrition investments work better.

This Attrition All-Inclusive Toolkit enables You to be that person.


Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.