Program Objectives and Methodology

What is Red Amber Green?

The tool helps us identify potential attrition cases and

prioritize mitigation efforts. This ensures action is taken

proactively and not after a resignation.

How does it help us?

The tool helps us identify the potential attrition by

assessing the employee on: High impact factors (e.g. Performance

assessment, Leaves, External interviews etc.) Independent Manager’s assessment

Methodology

Severity rating scale: Red (attrition anticipated in the next 1 month,

immediate attrition) we know the person has

gone for an interview, told someone that he is

going to leave etc. Amber (attrition anticipated in the next quarter)

We can identify factors which can lead to the

person leaving the job in near future but don’t

expect it to be immediate Green (attrition not anticipated)

At what levels does the discussion happen?

RAG tracking / discussion needs to happen at the

following three levels Step 1 - Each Team Leader fills RAG for their

team : fortnightly Step 2 – Skip Level ok’s the ratings and the

document is sent to HR: fortnightly Step 3 – HR, Sales leadership review the RAG

document : monthly

Frequency of assessing? Fortnightly

Guidelines on how to make the tool effective are included

in the embedded excel file

How to make RAGS a success?

Not more than 10% Front Line Sales remain yellow for more than 3 months – must turn green

Not more than 10% Front Line Sales remain red for more than 2 months – must turn green

Actual attrition does not exceed of reds identified

Not more than 10% Red / Yellow attrition in a Qtr

70% Reds turn green post action…if not immediate supervisor to seek help from ZHR

All “reds” have 0-0-0 with respective Team Leader and skip level with in 2 weeks of being red

% of Red and yellow population does not exceed 30% of total population

Team Leader gut feel takes precedence over the automated scores

Ensure you follow operational definitions for Red, Amber, Green

Ensure 100% population is covered

Ensure RAGS is done every fortnight

Close all action items within timelines decided

How to ensure an effective attrition prediction process

RAGS can not be used as a “License to Kill”!

RAGS Ideal Process Map

Team Leader

Skip Level

HR draws Headcount report

and pastes on RAGS sheet

Sends to Team Leader for scoring

TL Fills the template and send it to Skip Level for validation and then

send it to HR for collation at zone

level

HR sets time with all TL & SL for

RAGS discussion

Discusses the key

concerns and help needed

Fill in reasons why risk can’t be

reduced & mark for further discussion

Risk can be

reduced

Document Action Items with timelines

Review fortnightly

RM & ZHR

Yes

No

Discusses the key

concerns

Risk can be reduce

dDocument Action

Items with timelines

Fill in reasons why risk can’t be

reducedNo

Yes

Review Fortnightly

HR

& M

anag

emen

t T

eam

Rev

iew

s

RAGS Parameters

Knowledge is key to retention…knowing what is going to cause attrition can help us prevent it!

RAGS– Q & A

The template shows my employee as a ‘red’ but I don’t think he/ she will attrite ; can I overrule the template?Absolutely, you can mark him/ her green in the ‘supervisor assessment of rating’ box. Do review the parameters which are ‘Red’, they could warrant improvement.

Why must I use the template? I am a good people leader, I know my team well- why this paperwork ?We need to equip all our managers to use the combined experience of the company. The template forces you to think about all reasons an employee may want to leave & put in a formal PROACTIVE process to watch for vulnerable employees and do something about the issue. It is also an opportunity for you to alert your supervisors if you have a situation you are finding tough to resolve.

Is this system bulletproof? Does this template guarantee that no ‘green’ employee will ever quit? This template is simply a check list of what signs to look for in employees to determine disengagement or personal

circumstances that may precipitate attrition. Any tool is as good as the operator who uses it. Exercise your best judgment and if you find too many people being a red – may be you are being ultra paranoid or conservative and need to re-assess vulnerability ; if there are too many greens quitting may be you are ignoring some factor which may be unique to your business. A good place to start is to look at your own behavior.

What if most of my office shows as red? You are expected to turn the reds in to greens by understanding their issues and resolving them.

RAG Tracker is a highly confidential document and its leakage on the floor can have severe ramifications on employee morale and retention

Dashboards

• RAG Dashboard – Will be published fortnightly – to check if all offices are sending the RAGS to Zone HR on time or not

– to report a high level Red, Amber & Green status at the zone level

Attrition Dashboard – will include the RAG status of the FLS who has quit to show the efficiency with which RAG is being used

Example --- a high # of green attritions will mean that the TL & SL are not in tune with the actual employee status)

Example -

Zone 1 needs to come up with an action plan to turn the high number of reds and ambers to green

What gets measured …gets done!