Thanks for your interest in Performica!
March 2023
March 2023

Creating this business case is the first step towards saving millions of dollars in attrition costs and improving morale for your 2000 employees.

We created this business case for you because over the years we’ve heard from HR leaders that having to research and write a business case for critical software adds one more “to do” to their already busy plate.

Performica makes it easy to save your best people using guided actions leveraging your unique data.

There’s no better way to demonstrate how easy it is to work with us than to provide you with a ready-to-deliver business case, tailored to your company’s needs.

What’s included
in this business case:
Business Requirements
Contribution to Business
Options Considered

We’ve provided you with a web copy of this business case to review. If you need to add or modify any of the details provided, you can go back to and resubmit the form.

A new business case will be generated for you.

The Return on Investment (ROI) calculation takes into account your unique business characteristics and challenges, and is a mathematical formula used to determine the ratio of how much money your business will save vs. the amount of money spent.

The higher the ROI, the more financial sense the investment makes. For a tool like Performica, this means calculating:

(amount saved - costs) / (costs) x 100

After reviewing this page, please contact Erin McCune for more information and a copy of your business case. The PDF copy will be ready to deliver to your leadership for approval of this project.

Typically, a project like this needs buy-in from your finance team, your IT team, and often other C-level executives to ensure its success. We’re happy to schedule time with your team to discuss the project scope, timeline, and milestones.

We look forward to working with you and
  • Project name: Retention Improvement
  • Project Sponsor:
  • Project Manager: TBD
  • Date: March 2023
Business Requirements:

currently has 2000 employees, and 19% attrition rate over the last year.

With our average salary for these employees of $130,000, and using the Gallup estimate that turnover costs 1.5-2X an employee’s annual salary, this means that ’s turnover costs us $0 annually.

Turnover also negatively impacts morale, as remaining employees have to pick up the slack for their former coworker.

When employees leave, important projects are often delayed and deadlines are missed. New employees can also take up to two years to reach full capacity.

Contribution to Business Strategy:

In today’s competitive job market, top employees like those has worked hard to cultivate are in high demand and are difficult and expensive to replace. Voluntary attrition is frequently contagious.


Employees are up to 6 times more likely to leave when their coworker leaves due to

turnover contagion

Reducing employee turnover by even 3% will save $0 dollars per year.

Other immediate, tangible benefits include improved company morale, a higher on-time project completion rate, and lower stress on managers and recruiting staff.

Reducing turnover allows our team to focus on our core company initiatives, rather than scrambling to cover for people who left while trying to backfill positions.

Options Considered:

Performica. This company recently emerged from stealth mode after developing and improving their technology for 8 years at Invitae.

Performica plugs into ’s communication platforms (calendar, email, Slack, etc.) and HRIS system. This allows Performica to recognize cross-functional and informal relationships that are missed by other HR platforms.

Performica then uses their proprietary OrgGraph to automate HR best practices, making it easy for our managers and HR leaders to identify top performers, improve retention, and focus on our business initiatives.

  • Calendar
  • Email
  • Slack
  • Microsoft To Do

Performica’s team makes it easy for IT, HR, and managers to launch their retention program and save $0 dollars in the first year. Their proprietary technology

identifies at-risk employees based on actual working relationships

(going beyond our org chart), and notifies the relevant managers. Performica provides automated step-by-step guidance for managers using AI and proven HR best practices,

reducing turnover and improving morale and productivity.


Expected timing is a

90 –
120 days

rollout from
date of signature.

  • Sign agreement
  • Project kickoff
  • IT systems integration
  • Key stakeholder training
  • Frontline manager training
  • Ongoing support and communications
  • IT team:

    Assist Performica with integrations for HRIS and communication systems.

  • HR team:

    Schedule training for key stakeholders and frontline managers, tier 1 support once installed.

  • C-level executives:

    Retention programs are most successful when executive leadership believe in its importance and value, participate themselves, and integrate the program into company culture.

One-time costs:

$ 70,000 / $ 60,000

Integration Costs 2000 x $35

Training 2000 x $30

Recurring costs:

$ 240,000

Performica subscription 2000 x $120

Total year one costs:

$ 370,000

Expected ROI: 0%

With the current attrition rate of 19% at , and average knowledge worker salary of $130,000, our turnover cost is currently $0.

Based on a 3% reduction in turnover, this translates to a year one savings of $5.

Based on the above costs, ROI is estimated to be 0%.

Performica pays for itself by saving you just:
per year
Potential project risks include:

IT integrations taking longer than expected

Risk: low

Managers not choosing to participate in the program

Risk: medium
Mitigated by continually tracking and communicating success of participating managers

Less than a 3% reduction in turnover

Risk: low
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