⚠️ Closed Early Access Program
Multi-signal Intelligence™ is currently available as a closed Early Access program only. We look forward to rolling this out to more accounts soon.
🔐 Who can use this feature?
Roles: Account administrators and users with an Insights role
Subscriptions: Any package with Engagement (AI Coach and Multi-signal Intelligence™ enabled)
High-performer turnover risk is a forward-looking insight that identifies which groups of your high performers are more likely to see departures over the next 12 months. This is surfaced as a Multi-signal Intelligence™ insight.
It works like Turnover Risk, but only looks at your high performers. Each group is compared with the other high performers you have access to, not with your whole organization.
Before you begin
To begin monitoring for high-performer turnover risk, you require Multi-signal Intelligence™ configured on your account with the following sources:
Employee Data with Demographics added in Settings > Insights. Groups are built only from these demographics.
Performance ratings mapped to standardized performance groups, so Culture Amp knows which ratings represent high performance. See Map performance ratings to performance groups.
Performance data enabled for insights in Settings > Insights > Performance, with a permission level that includes your Insights role.
For details on configuring these data sources, see the Multi-signal Intelligence setup and administration guide.
Who counts as a high performer?
A high performer is a current employee whose most recent performance rating falls in the high performance group:
Standardized group, not your rating name: High performance is based on the performance group your ratings are mapped to, not the rating names your account uses.
Most recent rating: Each employee's most recent rating is used, however long ago it was given. Ratings are only available once a performance cycle is closed.
Employees without a current rating: Employees with no rating, or who were included in a cycle but not reviewed, aren't counted as high performers.
Current employees only: Employees who have left aren't included.
Where the insight appears
The insight appears as a card in the insights carousel when a group of high performers at elevated turnover risk is identified. It is shown first in the carousel, ahead of other insight types. If no qualifying group can be identified, no card will be shown.
The insight will be shown to Account Administrators and users with an Insights role whose permission level includes performance data. It appears in the AI Coach side pane in two places:
The Home page
The general Coach page
These are the only two places the insight appears. For how the carousel works, see Where are insights shown?.
When the insight appears and disappears
High-Performer Turnover Risk insights stay in the carousel for as long as your data continues to identify the group. Opening an insight does not remove it, and you see the same insights on any browser or device. For full details, see When insights appear and disappear.
How often does the insight update?
Insights are checked each time you start a new Coach conversation, using the latest data available for your account. The insight card shows automatically when a group at risk is identified.
What the insight card shows
When there is a qualifying group of high performers at risk in your data, the card will show:
The heading A high performing group is at risk of leaving.
The demographic group/s the signal relates to, such as Department: Sales.
The caption Identified using your Culture Amp data, confirming the signal is related to your own data.
Explore with Coach, to start a conversation about the group.
The wording on the card is produced directly from your data. Coach does not write it.
How to open a high-performer turnover conversation
The entire card is clickable and clicking it will start a conversation with Coach.
Go to the Home page or the General Coach page.
Find the High-Performer Turnover Risk card in the insights carousel in the Coach side pane. Use the arrows or dots to move between insights.
Select the card or Explore with Coach, or press Enter or Space while it is focused.
Coach sends a message to start the conversation about that group and begins working through the signal with you.
What Coach does in the conversation
After you open the insight, Coach starts a conversation focused on the group named on the card. Because you have already seen the group, Coach goes straight to why it stands out:
Why: Coach names the group and the two contributing signals that most set it apart from your other high performers, and asks about context the data can't see.
Explore further: For groups of 26 or more people, Coach can offer driver analysis to explore what is linked to intent to stay. It can also bring in survey data from employees with the same attributes.
Next steps: Coach suggests concrete next steps, framed around what you can do directly, what you can equip your leaders to do, and what you can raise upward.
Coach refers to the group by the performance rating your account uses, for example "employees rated as Exceeds expectations".
How is high-performer turnover risk calculated?
High-performer turnover risk uses the same model as Turnover Risk, which calculates a risk score at the individual employee level from signals in your Culture Amp account. See How is turnover risk calculated?.
The difference is the comparison. Group risk and the average it is measured against are both calculated across your high performers only.
How are high-risk groups (hotspots) identified?
A hotspot is a group of high performers defined by shared attributes, such as a particular department, or a combination of location and tenure band. The model identifies it as having an elevated level of turnover risk (high or medium) compared with your other high performers.
Demographics: Hotspots are built from the demographics added in Settings > Insights, using one demographic or a combination of two.
Minimum group size: Hotspots must include at least 25 high performers, so the signal is reliable and individuals can't be identified.
Restricted access: If your Insights role is restricted to a group of employees, that group must include at least 100 employees.
Ranking: Hotspots are ranked by significance, so the most important ones surface first.
What are predictors?
When analyzing a hotspot, you'll see predictors: the signals most associated with the elevated risk for that group compared with your other high performers. In Coach conversations, predictors are called contributing signals.
Predictors are a starting point for understanding why a group has been flagged. For more detail, see What are predictors?.
How Coach helps you act on high-performer turnover risk
Coach brings Culture Amp's retention research into a conversation about the flagged group, the same way it does for Turnover Risk. For high performers, it focuses on research about retaining high-performing employees.
Explains what the signal means: Coach starts with the contributing signals that set the group apart, and says so when the evidence is thin.
Recommends the right next step: Coach suggests actions suited to the group and sorts them into what you can do directly, what you can equip your managers to do, and what to raise with senior leaders.
Keeps the insight responsible: Risk is shown at the group level only, never about a named person. Performance ratings can reflect bias, so Coach won't support using this insight to manage people out.
Limitations to keep in mind
High-performer turnover risk is a useful signal, but it has important limits:
It's probabilistic, not definitive. A hotspot doesn't mean everyone in that group will leave. It means the model estimates a higher likelihood of departure for that group than for your other high performers.
It depends on your performance data. The insight isn't available if your ratings aren't mapped to performance groups, if performance data isn't enabled for insights, or if your account has no closed performance cycles.
Ratings may be out of date. Each employee's most recent rating is used, however old it is, so check when your last cycle closed.
High-performer groups are smaller. Fewer groups reach the minimum of 25 high performers, so you may see fewer hotspots than for Turnover Risk.
It can't be filtered by standard Age or Tenure. Culture Amp's standard Age and Tenure demographics can't be used to filter turnover risk. Age or tenure demographics included in your own employee data can still be used.
It can only see what's in the data. It can't account for context that isn't captured, such as an upcoming reorg or events specific to a team.
Frequently asked questions
Why isn't the High-Performer Turnover Risk insight showing?
Why isn't the High-Performer Turnover Risk insight showing?
The insight only shows when a hotspot has been identified. If it is not showing, check that:
Your performance ratings are mapped to performance groups and your account has a closed performance cycle.
Performance data is enabled for insights in Settings > Insights > Performance, with a permission level that includes your Insights role.
Demographics have been added in Settings > Insights.
If your Insights role is restricted to a group of employees, that group includes at least 100 employees.
If all of these are in place, a hotspot may not have been identified in your data.
Why do I see a similar group under both turnover insights?
Why do I see a similar group under both turnover insights?
Turnover Risk compares a group with all employees you have access to, while High-Performer Turnover Risk compares it with the high performers you have access to. The same group can stand out in both.
Does my rating name decide who counts as a high performer?
Does my rating name decide who counts as a high performer?
No. High performers are based on the performance group your ratings are mapped to, not the rating names your account uses.
💬 Need help? Open a Support Conversation to speak with our Product Support team.