Free Assessment
Am I About to Lose My Best Employee?
A 15-question assessment that helps you spot the early warning signs that your best performer might be heading for the door — before it is too late to act.
15 questions · About 4 minutes · No email required
What This Assessment Measures
Losing your best employee rarely happens overnight. It is almost always preceded by weeks or months of warning signs that most managers miss — not because they do not care, but because the signs are subtle and the person is still performing well. By the time they hand in their resignation, the decision was made long ago.
This assessment is built from the manager's perspective. Every question asks you to reflect honestly on how you have been managing this person — across five dimensions that research and experience show are the strongest predictors of flight risk: Recognition Gap, Growth Stagnation, Relationship Erosion, Workload Resentment, and Exit Signals. Together, they reveal whether the conditions for departure are building.
A high score does not mean this person has already decided to leave. It means the environment you are creating — even with good intentions — may be pushing them toward the door. The good news: most of these factors are within your control. That is what makes this assessment useful. It does not just measure the problem. It points you toward the fix.
This assessment takes about 4 minutes. No email address is required. Your answers are not stored anywhere.
This assessment is a self-reflection tool for managers. It is not a prediction, a personality test, or a reason to treat someone differently. Its purpose is to help you recognize patterns that might indicate a retention risk — and to encourage conversations, not assumptions.
Scores by Dimension
What Your Scores Mean
Your Recommended Reading
Based on your highest-scoring dimensions, these articles will help you most.
What to Do Next
Your best employee is not going to tell you they are about to leave. By the time you hear it, the decision is already made. The window to act is right now — while the warning signs are still signals, not a resignation letter.
Have the conversation this week
Do not wait for the next review cycle or performance check-in. Schedule a genuine 1-on-1 this week. Ask open-ended questions about what they need, what is frustrating them, and where they see themselves going. Listen more than you talk.
Ask, don't assume
You might be wrong about what they need. Maybe it is not about money. Maybe it is about autonomy, recognition, growth, or feeling like their work matters. The only way to know is to ask — and to make it safe for them to answer honestly.
Make one concrete change
Talk is cheap and your best performer knows it. After the conversation, commit to one specific, visible change — a new project, public recognition, a raise conversation, a development opportunity. Action is retention. Words without follow-through will accelerate the departure.
This assessment is a self-reflection tool for managers. It is not a prediction, a personality test, or a reason to treat someone differently. Its purpose is to help you recognize patterns that might indicate a retention risk — and to encourage conversations, not assumptions.