The cost of leaving it where it is

What it's already costing you.

A no is a yes to the status quo. Put your own numbers in and see the spend that's already on your books, every year, before anyone trains a single leader.

Your team

Round numbers are fine. You can adjust any of this live.

$
0%sector runs 19–22%50%

Replacement cost

What it takes to backfill one role: recruiting, lost productivity, training the next person, knowledge that walks out the door.

33%of salary200%

Sector benchmark sits anywhere from 33% of salary for frontline roles to 200% for harder-to-fill ones. 50% is a conservative place to start.

Turnover cost, every year
$0

This is the spend already on your books. It repeats next year, and the year after, until something changes the thing causing it.

People lost / year0
Cost per departure$0

One supervisor walking out the door

A director-level departure runs 6 to 9 months of salary to replace. Enter a supervisor or director salary.

$
$0
at 6 months
$0
at 9 months

Run your own what-if

You set this number, with your own people in mind. It is your scenario, not a promised result.

The ledger

Enter the price of the engagement you're weighing for this org, so the comparison is real.

$
How this is built. Defaults come from sector benchmarks in KLG's files: nonprofit turnover at roughly 19 to 22% a year, replacement cost at 33 to 200% of salary, a director departure at 6 to 9 months of pay. Every figure on this screen is an estimate the prospect can adjust. Nothing here promises a specific retention, hiring, or savings outcome. It shows the cost of the status quo using the org's own numbers.
Karabed Leadership Group  /  Infrastructure, not inspiration.