Example of Performica
ROI Overview
Employees
x
Attrition
=
Employees lost per year
x
Onboarding & recruiting costs
=
per employee
Total current cost of attrition:
Expected attrition reduction:
Improved attrition rate:
Improved cost of attrition:
ROI
=
Net savings
Performica cost
=
=
Or
Number of employees that the company needs to save
to have Performica pay for
itself:
Thanks for your interest in Performica.

Thanks for your interest in Performica!
employees.
The reason we created this business case for you is that we’ve heard
from HR leaders over the years that having to research and write
a business case for critical software adds one more “to do”
on their already overloaded plate.
Performica makes it easy to save your best people using guided actions
leveraging your unique data, and 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
- Overview
- Business Requirements
- Contribution to Business Strategy
- Options Considered
- Benefits
- Timeline
- Milestones
- Stakeholders
- Costs
- Expected ROI
- Risks
We’ve provided you with an editable copy of this business case,
so you can add or modify any of the details provided,
but there’s no editing required.
The Return on Investment (ROI) calculated 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
Typically, a project like this needs buy-in from your finance team,
your IT team, and often other C-level executives to ensure it is successful.
We’re happy to schedule time with your team to discuss
the project scope, timeline, and milestones.
Business Requirements
Contribution to Business Strategy
Voluntary attrition is frequently contagious; employees are up to 6 times more likely to leave when their coworker leaves due to turnover contagion.
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
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.
Benefits:
Performica’s proprietary technology identifies at-risk employees based on actual working relationships (going beyond 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.
Timeline:
Expected timing is a 90–120 day rollout from date of signature.
Milestones:
- Sign agreement
- Project kickoff
- IT Systems Integration
- Key stakeholder training
- Frontline manager training
- Ongoing support and communications
Stakeholders
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.
Costs
One-time costs
Recurring costs
Expected ROI:
Risks:
Potential project risks include:
(risk: low)
IT integrations taking longer than expected
(risk: medium)
Managers not choosing to participate in the program – mitigated by continually tracking and communicating success of participating managers
(risk: low)
Less than a 3% reduction in turnover
Case studies:
From Org1 to Performica
The case study details evolution of Performica — a predictive
people analytics platform.
Performica utilizes network graphs to identify collaboration trends,
silent influencers, and highlight salary and performance discrepancies.
The refined platform incorporates predictive capabilities,
such as identifying employees at risk of leaving and suggesting
preventive actions, effectively providing HR management
consultation as a software service.
Wharton’s 2023 People Analytics White Paper Competition:
1st place winner
London Gates Case Study
Performica delivers the data-driven guidance London Gates
needs to retain and engage its top employees, identify workers
that may be in need of assistance, and establish a real-time
collaboration loop that demonstrates the organization’s
commitment to transparency.