Builder's Tools · The Four A's
The Retention Conditions Audit
People do not leave work. They leave conditions, and often a manager. Run this audit for each person you most want to keep, before the exit interview tells you what you could have seen. Rate each condition honestly, mark the risk, and commit to one change this quarter.
Person / role:
Date:
| Condition | What is true now | Risk: Low / Med / High | One change this quarter |
|---|---|---|---|
| AttentionIs their focus protected, or fragmented across too much at once? | |||
| AlignmentDo they believe in the direction, and feel genuinely heard? | |||
| AuthorityDo they have real authority over their work, or must they wait for permission? | |||
| AdaptabilityAre they still learning and growing, or calibrating and coasting? |
How to read it
- The lowest-rated condition is where this person is most likely to disengage. Fix that one first.
- People experience the whole organization through their manager. If several conditions are weak, look at the relationship, not just the role.
- Retention is built, not bought. A change to the conditions holds better than a counteroffer.
Related: How Do I Keep My Best People? and Why Your Best People Leave.