Employee Engagement & Sentiment Intelligence

NovaBridge Technologies — Real-time behavioral engagement signals, retention risk analysis, and manager effectiveness intelligence

eNPS (Company)
+24
-8 vs Q2
Voluntary Regret Attrition
11.2%
+3.4% vs Q2
Manager Effectiveness
4.1/5.0
Stable
Recognition Frequency
0.89
-0.14 vs Q2
Internal Mobility Rate
17.3%
-6.7% vs Q2
High-Perf Flight Risk
7
Critical

eNPS Trend by Department (8-Month)

Voluntary Regrettable Attrition (90-Day Rolling)

Manager Effectiveness Distribution

Recognition Index by Dept

Psych Safety by Team

Skip-Level Compliance

Engagement-to-Performance Alignment Matrix (Cohort View)

High Engage / High Perf: Ideal state — maintain momentum
High Engage / Low Perf: Skill gap or role misalignment
Low Engage / High Perf: Flight risk — burnout or equity concern
Low Engage / Low Perf: Performance improvement plan candidates

Absenteeism Index vs Baseline (by Dept)

High-Performer Flight Risk (Top 10)

Employee Dept Risk Score eNPS
Emma R.Engineering8.9-32
Liam T.Engineering8.7-28
Sophia K.Cust Success8.4-18
Noah P.Engineering8.1-22
Ava M.Cust Success7.9-15
Ethan L.Engineering7.7-20
Mia C.Engineering7.5-12
Lucas D.Product6.8-8
Olivia S.Cust Success6.6-10
James W.Engineering6.4-6

Engagement Driver Deep-Dive (By Department)

Department Headcount eNPS Mgr Eff Recog Index Psych Safety Skip Compliance Absent Index Attrition (90d) Int Mobility Action
Engineering 140 +18 3.9 0.71 3.6 68% 1.42 14.8% 12% Urgent
Customer Success 92 +32 4.2 0.94 4.1 71% 1.08 12.3% 19% Monitor
Sales 118 +28 4.0 1.12 3.4 44% 0.98 9.1% 22% Monitor
Product 64 +41 4.4 0.88 4.3 79% 0.91 6.2% 25% Healthy
Marketing 48 +38 4.3 1.04 4.2 82% 0.87 5.8% 18% Healthy
Finance & Ops 72 +34 4.1 0.79 3.9 76% 1.02 7.9% 15% Healthy
People & HR 36 +46 4.6 1.18 4.5 88% 0.82 4.1% 28% Healthy
Executive 12 +52 4.8 0.92 4.7 100% 0.68 0% — Healthy

Key Insight: Engineering Crisis

eNPS crashed from +44 to +18 post-VP departure. 7 high-performers (flight risk ≥7.5) in pipeline.

Recognition index fell to 0.71 — below critical threshold. Immediate manager coaching + retention bonus review recommended.

Intervention Priority

1. Eng: Skip-level 1:1s with 7 high-risk employees (next 14 days)

2. Sales: Skip-level compliance lift (44% → 70%+ target)

3. Eng Team Lead G: Manager effectiveness coaching (2.8 → 3.8+ target)

Cost Impact Model

Avg. replacement cost per regrettable attrition: $38K

Current 90-day annualized cost: $2.64M

Target (sub-8%): $1.88M — savings potential $760K/yr