Organizations equipping employees to transition across roles and projects more fluidly enjoy surprising economic benefits.
The transition calculator shows you the full impact of improving transition success rates as seen in the pie chart reflecting a live 10,000 person organization.
Please input your organization’s figures into the following pages. Please use the pre-loaded figure based on our research where you do not know answers.
View your results below. You can download the full set of results by clicking the "Download Full Results" button.
Reduced New Hire Attrition*
$
Modeled as:
*Could include downstream benefit from retained via DCF
Value Add Per Employee Productivity Gain
$
Modeled as month improvement in time to productivity times employee "Value Add" figure. Note: Value Add is the financial contribution of an average employee once productive. This number can vary widely inside an organization. Options to estimate across a workforce include average compensation (rationale being you would pay people benefit the role creates) or profit per person, gross revenue per person or other cost custom metrics your organization uses to value human capital contribution.
Value Add Per Employee (Half Year)
$
Employee count improvement in attrition multiplied against half year value add figure. Use half year assuming 3-month replacement time and 3 months for network to adapt and be productive with new person
Value Add Delaying Attrition Per Employee
$
Calculated as percent of leaving employees (defined by analyst) who delayed attrition (months defined by analyst) times value add number
Reducing Value Add Loss - Follow On Attrition
Reducing Inefficiency in Employee Network*
$
$
Reducing Value Add Loss - Follow On Attrition Calculated as improvement in post year 1 follow on attrition for both employee and senior leader departures times the value-add figure
Reducing Inefficiency in Employee Network* Calculated as count of employees’ improvement in retention times in-efficiency caused in their network should they have left. Calculated against average employee cost for only six months (assuming 3-month recruitment process and 3 months for people to learn how to work with new role occupant)
Value Add from Decreasing Failure Rate*
Value Add from Speeding Time To Productivity
Reducing Inefficiency in Network*
$
$
$
Calculated as improvement in failure rate on transition times the value-add number for 1/2 year.
Calculated as month improvement in time to productivity times the value-add number
Calculated as count of employees’ improvement in retention (both departing and entering groups) times in-efficiency caused in their network should they have left. Calculated against average employee cost for only six months (assuming 3-month recruitment process and 3 months for people to learn how to work with new role occupant)
Value Add from Decreasing Failure Rate*
Value Add from Speeding Time To Productivity
Reducing Inefficiency in Network*
$
$
$
Calculated as improvement in failure rate on promotion times the value-add number for 1/2 year.
Calculated as month improvement in time to productivity times the value-add number
Calculated as count of employees’ improvement in retention (both departing and entering groups) times in-efficiency caused in their network should they have left. Calculated against average employee cost for only six months (assuming 3-month recruitment process and 3 months for people to learn how to work with new role occupant)
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Want to discuss your specific interest or need? We would be happy to explore options to help you transform transitions at your organization, including licensing of materials, program development and workshops.
The Connected Commons is a member-based community of business and academic thought leaders, co-managed by founder Rob Cross and the Institute for Corporate Productivity (i4cp). We are committed to the application of social network science to improve the success and satisfaction of individuals, teams, and organizations. To learn more about our members, mission and research, visit our website.