Performance Overview
High performer retention · Branch health · Churn risk signals
⬤ All
Full-time
Part-time
HP Churn Rate
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Avg Months to Promotion
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Active High Performers
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Promoted & Retained
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Churn Rate by Performance Tier
High Performers vs. Others
When Do HPs Exit? (Tenure at Exit)
Critical window: 0–12 months accounts for majority of exits
HP Churn Rate by Branch
Ranked by exit rate
Key Findings
Data-backed action items
Promotion gap too narrow
HP median promo time is only marginally faster — top talent is not differentiated.
Part-timers exit early
No visible promotion path. Most part-time exits occur within the first year.
Promotion works
Promoted HPs retain at a significantly higher rate. ROI on promotion is clear.
Wage Tier vs. Churn — High Performers
Compensation alignment with performance (Q7)
Employee Tracker
Performance · tenure risk · working hours · promotion readiness
All Employees
High Performers
At Risk
Flagged
Trend:
Consistent HP
Mixed
Below threshold
HP threshold (75)
| Employee | Branch | Position | Tier | Avg Score | Trend | Tenure | Mo. w/o Promo | Hrs/Wk | Wage | Risk | Action |
|---|
Branch Health
Churn rates · performance · Google review rating correlation
HP Churn Rate vs. Avg Google Stars
High churn correlates with lower customer rating
Promotion Rate by Branch
% of HPs promoted within 12 months
Branch Comparison Table
| Branch | Total Employees | % High Performers | HP Churn Rate | Avg Score | Avg Stars | Status |
|---|
Promotion Pipeline
Standardized criteria · overdue reviews · retention impact
Standardized Promotion Framework
Consistent criteria — eliminates manager ambiguity across all branches
Performance Score
Avg ≥ 75 over last 3 reviews
Minimum Tenure
≥ 6 months in current role
Mandatory Review
Triggered at 9 months if no promotion yet
Part-time Eligible
HP part-timers eligible at 10 months
Median Months to Promotion: HP vs. Non-HP
Gap is only 0.2 months — green dot shows where HP target should be (Q4)
Promotion → Retention (High Performers Only)
Q5 — the business case for acting now
Employees Overdue for Promotion Review
Active HPs past 9-month mark with no promotion
| Employee | Branch | Role | Avg Score | Mo. w/o Promo | Overdue By | Action |
|---|
Manager Training
Using promotion as a retention tool · Interactive exercises
Promotion is your most powerful retention lever.
Our data shows promoted high performers retain at 27pp higher rates than those never promoted. This module teaches you to identify, time, and execute promotions before your best people leave.
27pp
Retention lift from promotion
9 mo
Mandatory review trigger
6–14 mo
Peak exit window for HPs
3 Modules · ~15 min
Module 1 — Scenario Sort
Drag each employee scenario into the correct action column. When should you act immediately, schedule a review, or continue monitoring?
Unplaced Scenarios — drag each card to a column below
High Performer
Score 88, 11 months in role, no promotion, part-time, on minimum wage. Has mentioned wanting more responsibility.
High Performer
Score 82, 4 months in role, recently promoted to Server. Engaged, no signs of exit risk.
High Performer
Score 91, 14 months in role, never promoted, full-time. Has received a competing offer from another restaurant.
High Performer
Score 79, 7 months in role, no promotion yet. Performing well but hasn't flagged concerns.
Non-HP
Score 68, 9 months in role. Performance inconsistent — strong some weeks, weak others. No promotion pressure.
High Performer
Score 84, 8 months in role, part-time. Coming up on the 10-month part-time eligibility mark with no review booked.
🚨 Act Now
HP past review window or has competing offer
📅 Schedule Review
HP approaching eligibility window
✅ Continue Monitoring
Recently promoted or below HP threshold
Module 2 — Pre-Promotion Checklist
Steps to complete before every promotion conversation. Check off each item as you go.
Pull last 3 performance scores
Confirm avg ≥ 75. Have the numbers ready — don't rely on memory in the conversation.
Confirm months in current role
Must be ≥ 6 months. For part-time staff, eligibility starts at 10 months.
Identify the target role
Be specific before the meeting. "We think you're ready for Bartender" lands better than a vague "next step" conversation.
Check wage tier impact
If the employee is on minimum wage, confirm whether the promotion includes a wage category change. Promotion without a pay bump reduces its impact.
Book a private 1:1 — not a hallway chat
Promotion conversations need dedicated time. A casual mention signals low priority to the employee.
Log the outcome in the system same day
Delays in recording promotions distort the data dashboard and make it harder to track branch-level patterns.
Module 3 — Knowledge Check
4 questions on the promotion framework and retention data.
Quick Reference — What NOT to Do
Common mistakes that lead to losing high performers
❌ Waiting for perfection
"They're not quite ready yet" — if an HP scores ≥75 and is past 9 months, the risk of waiting outweighs the risk of promoting early. Data shows they leave within months of this window.
❌ Promoting without a wage change
A title change with no pay uplift signals the promotion isn't real. Minimum wage HPs churn at 2.4× the rate of premium-paid HPs. The wage conversation must happen simultaneously.
❌ Treating all exits as "student turnover"
Manager interviews showed this assumption is widespread — but the data doesn't support it. High performers without promotions leave regardless of student status. Don't use this as a reason to delay.
✅ Early conversations reduce exits
You don't need to wait until the 9-month mandatory trigger. A 1:1 at month 6 that acknowledges strong performance and outlines a promotion path costs nothing and dramatically reduces exit risk.
✅ Part-timers need pathways too
Part-time HPs are often overlooked in promotion cycles. They exit at the highest rates — most before month 12. Explicit eligibility at 10 months is part of the standardized framework for a reason.
📊 Know your branch benchmark
Check the Branch Health page before each review cycle. If your branch has a higher HP churn rate than others, that's a signal to accelerate your promotion pipeline — not a sign that your staff is just "less committed."