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The cost of
reactive performance management.
Quantify the cost of missed signals, delayed feedback, and low visibility.
Finally, a number your leadership team will pay attention to.
We use publicly available benchmarks, not guesswork. Sources cited in results.
Your organization is losing this every year to preventable performance failures.
Here's exactly where
it's going.
These are estimates, not exact figures. They are calculated from publicly available industry benchmarks and your inputs. Your actual numbers may be higher or lower.
Your estimated annual loss from exits that did not have to happen.
What disengaged employees on your payroll are estimated to be costing you right now.
The estimated cost of one underperforming manager across their entire team.
An estimated look at what admin-heavy HR is actually costing you.
Walk into your next meetingwith this.
These are your numbers, translated into the language your leadership team understands.
We are losing an estimated $8,000 every year to regrettable turnover alone. The majority of those exits were preventable with earlier visibility into who was disengaging.
Roughly 20% of our workforce is disengaged at any given time. That costs us an estimated $9,000 annually in lost productivity, from people who are still on the payroll.
One underperforming manager quietly costs us an estimated $4,000 through their impact on team output. We currently have no systematic way to identify or address this early.
Our HR team is spending an estimated $153,000 a year on admin work that should not require a human. That is capacity we are not putting toward retention, performance risk, or strategic decisions.
If you recovered just 20%,
here's what's back on the table.
A conservative 20% recovery scenario, applied across attrition, engagement, manager effectiveness, and HR capacity. Illustrative only. Your actual recovery depends on where you focus and how quickly you act.
Based on your inputs and industry benchmarks, this is what's typically recoverable when performance becomes proactive.
Most performance tools tell you what already happened. Klaar tells you
what's about to go wrong.
This isn't theoretical. These companies already fixed it.
Real results from real organizations that stopped guessing and started measuring.
"We wanted a platform that could evolve with us and predict what needed attention."
"Klaar helped us scale our culture of high performance, not change it."
"We needed something that worked in our world: fast, clean, and flexible."
HR deserves to lead,
not just support.
This is what HR looks like with the data, visibility, and proof to lead… not reacting to performance, but shaping it in real time. Let's talk about what that looks like for your organization.
Trusted by HR leaders at Upwork, T-Mobile, Vidyard, Verisys, Zenwork, Armstrong Fluid Technology, and more.
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