ROI Calculator
Calculate the cost of disconnection
Estimate the financial impact of turnover, disengagement, and ineffective management on organizational performance.
Return on investment calculator
Build a simple scenario
This calculator gives you a clear, conservative view of impact. Understand where value is being lost today, how much of it is avoidable, and what improving connection could return in capacity and performance.
You're already absorbing the cost of disconnection
It shows up in places you can measure:
People leaving earlier than they should
Lower productivity across teams
Manager time spent on avoidable issues
Rising absence linked to pressure and burnout
These aren't isolated issues. They're symptoms of a bigger problem, and they add up.
Most organisations don't manage this directly. They absorb the cost within the business.
Connection Intelligence (CXI) helps you understand that cost — and reduce it.
The lower the connection, the more these risks affect performance.
Ready to make a change?
Make connection intelligence real for your organisation. Start with a focused conversation about where things feel harder than they should.
Frequently asked questions
Where do these default assumptions come from?
We know our calculations are only as good as our data. That's why we ensured we sourced unbiased numbers from reputable, globally applicable sources. We've also rounded down or reduced numbers that felt higher than those mid-size businesses might usually experience, with the aim of providing you with a final figure that stands up to board-level scrutiny. Read on to check our assumptions further — and map them against your own.
Annual attrition rate — 15%
A typical mid-market figure. Some industries (retail, hospitality) run much higher; while professional services tend to sit lower. Use your own number if you have it.
Cost to replace an employee — 20% of salary
We use a deliberately conservative figure here. Published estimates range from 30% to 200% of salary once you include recruitment, onboarding, lost productivity and time-to-competence. We start low so your result is more achievable.
Avoidable attrition — 42%
Gallup's research finds that roughly 4 in 10 employees who leave say their departure could have been prevented by something their manager or organisation did differently.
Manager time lost per week — 7.5 hours
ACAS and CMI research suggests managers spend roughly a day a week on avoidable people issues — conflict, disengagement, performance conversations that escalated unnecessarily.
Productivity impact — 18%
The estimated output gap between a connected, engaged employee and a disconnected one. Forbes and Gallup put disengagement's productivity drag in the 15–20% range.
Workforce affected by disconnection — 70%
Global engagement data consistently shows around 22% of employees are actively engaged globally, meaning the majority experience some degree of disconnection at work. We've rounded down from 78% of employees to 70% to show the impact even when you're above the global benchmark.
Avoidable stress absence rate — 8%
Calibrated against a range of European data from respected sources. E.g. TNO/CBS report that circa 20% of workers show burnout symptoms; a smaller share (around 8%) translate into actual long-term stress-related absence in a given year.
Average working days lost per case of stress-related absence — 20 days
Eurofound and EU-OSHA data on stress-related long-term absence cluster around three to four weeks per case. Given that stress is often misreported, the real number is likely much higher.
Proportion of stress-related absences preventable — 30%
A conservative estimate of how many cases could be realistically prevented or mitigated by better equipping managers to support employees with stress (e.g. spotting early signs, having the right conversations).
What does Conservative vs Expected mean?
"Expected" sums up all four cost levers using your inputs. The "Conservative" number reduces the total cost output by 30%, to give a defensible lower bound for boardroom conversations.
How can I identify my next steps for improving connection?
Start by using your own internal data to identify where performance is being affected — such as low engagement scores, patchy performance, attrition, absence, or productivity gaps.
Then consider using the Connection Index to get a clearer view of what's driving those issues. Built on our scientifically validated Organisational Connection Measure, it provides a rapid way to assess and benchmark the six dimensions that underpin connection and engagement — giving you a structured, evidence-based view of your problem areas without the guesswork.
From there, our team can help you interpret your findings and map out practical steps to improve performance.
Use your data to spot the problem, the Connection Index to understand it, and our team to support you in your strategy.
