Turnover risk report
Reframed a business need into a strategic product experience balancing value, trust, and adoption.
Context
The project began as a business initiative to increase the number of organizations connecting their HRIS to Officevibe. Initially, the ask was to drive adoption directly. By challenging this framing, I shifted the scope: instead of pushing adoption, we would show customers the value of connecting their HRIS.
Employee turnover was already a sensitive and costly issue for many of our customers. Executives lacked an easy way to anticipate attrition risks across their teams. This created a strategic opportunity: surface risk signals in a way that not only made the HRIS integration feel valuable, but also gave leaders a clear, actionable view into team health.
Employee turnover was already a sensitive and costly issue for many of our customers. Executives lacked an easy way to anticipate attrition risks across their teams. This created a strategic opportunity: surface risk signals in a way that not only made the HRIS integration feel valuable, but also gave leaders a clear, actionable view into team health.
Process
I mapped the journey executives would take with turnover risk data—from first awareness via prompts and notifications, to exploring the report, to acting with AI-powered recommendations, and eventually following up. I defined success signals at each step to measure whether leaders were not just seeing data but also acting on it.
Because timelines were tight, we tested early iterations with our internal HR teams. This surfaced a critical insight: “attrition” was a more precise and credible term than “turnover.” Stakeholders, however, still pushed for detail on types of turnover (voluntary vs. involuntary), something we couldn’t yet deliver but logged for a next iteration.
I iterated on copy for banners, emails, and tooltips, balancing urgency with empathy to avoid fear-driven communication. I also refined report categories, ensuring they were clear enough to act on while not overwhelming executives with unnecessary detail.
Because timelines were tight, we tested early iterations with our internal HR teams. This surfaced a critical insight: “attrition” was a more precise and credible term than “turnover.” Stakeholders, however, still pushed for detail on types of turnover (voluntary vs. involuntary), something we couldn’t yet deliver but logged for a next iteration.
I iterated on copy for banners, emails, and tooltips, balancing urgency with empathy to avoid fear-driven communication. I also refined report categories, ensuring they were clear enough to act on while not overwhelming executives with unnecessary detail.
Solution
The turnover risk report segmented teams into risk levels and paired each with contextual insights. Executives could identify high-risk teams at a glance, explore contributing factors, and act on tailored AI recommendations. To ensure the feature lived beyond the report itself, we added in-app prompts and email notifications to surface signals at the right time, with the AI assistant offering conversational support for next steps.
Time constraints meant we couldn’t deliver the complete end-to-end journey. Instead, we prioritized delivering a clear, credible signal executives could act on immediately, with the foundations laid for richer detail in future releases.
The design converged around three principles:
• Visibility: make risk signals clear and credible at the executive level
• Actionability: ensure recommendations were relevant and practical
• Tone: balance urgency with supportiveness to encourage follow-through
Time constraints meant we couldn’t deliver the complete end-to-end journey. Instead, we prioritized delivering a clear, credible signal executives could act on immediately, with the foundations laid for richer detail in future releases.
The design converged around three principles:
• Visibility: make risk signals clear and credible at the executive level
• Actionability: ensure recommendations were relevant and practical
• Tone: balance urgency with supportiveness to encourage follow-through
Impact & learnings
The feature received strong early reactions. Executives were eager not only to use the turnover risk report but also to explore what else might be possible with their HRIS data. This was especially notable since we had assumed customers would be hesitant about sharing and using such sensitive information.
Two key learnings emerged:
• Tone is strategic: framing attrition insights with urgency alone risked creating resistance, while contextual and supportive messaging built trust.
• Ecosystem matters: adoption hinged less on the report itself and more on the surrounding prompts, notifications, and AI guidance that nudged leaders into action.
Two key learnings emerged:
• Tone is strategic: framing attrition insights with urgency alone risked creating resistance, while contextual and supportive messaging built trust.
• Ecosystem matters: adoption hinged less on the report itself and more on the surrounding prompts, notifications, and AI guidance that nudged leaders into action.