Bravely

What are your people problems actually costing you?

You care about the people. Your CFO cares about the numbers. This puts a defensible dollar figure on the problems your team already feels — the number HR and L&D can take to Finance.

Built to walk through together
1 Tell us about your organization

Your current state

Total headcount across your organization.
People leaders with direct reports.
$
Organization-wide average (pay + benefits + overhead). Every cost driver is anchored to this.
%
Share of employees who leave voluntarily each year.
%
Of those who leave, the share you'd have wanted to keep.
mo
Months for a typical new hire to reach full output.
Defaults to replacement hiring. Bump it up if you're also growing.

Where the money goes

Five drivers, each an absolute annual cost. Toggle a driver on or off to focus on the problems that matter to you — every one stands on its own. Open the assumptions to see the thinking behind each number.

Cost of regrettable turnover
Losing people you wanted to keep — recruiting, onboarding, lost output during the vacancy and ramp, and team disruption.
$0
Cost to replace an employee (× salary)1.0×
Replacing an employee costs 0.5–2× salary depending on seniority; we default to a conservative 1.0×.
Gallup — replacing an employee costs 0.5–2× annual salary ("a conservative estimate"). Gallup, "This Fixable Problem Costs U.S. Businesses $1 Trillion," 2019.
Cost of slow ramp
Every new hire runs below full productivity while getting up to speed — you pay full salary for partial output.
$0
Productivity lost during ramp25%
New hires run below full output while ramping. We default to a conservative 25% lost.
Assumption — new hires commonly cited at 25–50% below full output during ramp; treated as an adjustable assumption, not a single first-party stat. Driven by your new-hires-per-year and time-to-productivity inputs.
Cost of unsupported managers
Weak management drags down the whole team's output.
$0
Productivity drag from weak management5%
Applied across all managed employees. Off by default — the drag figure is a conservative assumption, so turn it on only when the story warrants it.
Gallup — managers account for ~70% of the variance in team engagement, and global engagement fell to 21% in 2024. Gallup, State of the Global Workplace: 2024. The engagement link is well-evidenced; the productivity-drag % is our own conservative assumption.
Cost of disengagement
Disengaged employees show up but hold back — lower output, quality and discretionary effort, every single day.
$0
Disengaged employees15%
Share of your workforce that's disengaged.
Output lost per disengaged person18%
As a % of their salary.
Gallup — a disengaged employee costs ~18% of their salary; low engagement costs the global economy ~$10T (9% of GDP). Gallup, State of the Global Workplace: 2024. Corroborated by Oxford research finding happy workers are 13% more productive (Saïd Business School, De Neve et al., 2019).
Cost of HR escalations
Conflicts and miscommunications that harden into formal complaints, investigations and grievances.
$0
Defaults to ~1 per 10 employees / year (adjust to your reality).
$
Internal investigations run $3k–$7k.
SHRM / EEOC — simple internal investigations run ~$3k–$7k (complex ones $20k+); EEOC settlements average ~$40k–$45k (context only, not in the math). SHRM & Assoc. of Workplace Investigators, 2025; U.S. EEOC FY2025. No first-party per-100-employee frequency benchmark exists, so issues/year is an assumption — adjust it.
Add it up

Across the drivers you've turned on, your people problems are costing you an estimated

$0
every year — before you spend a dollar solving them.
Calculated with conservative assumptions. Adjust them above — the number usually goes up.

    Coaching won't take this to zero — no program does. But it bends every one of these numbers down, year after year.

    The Bravely advantage

    Traditional coaching platforms wait for people to seek help. Bravely surfaces blind spots proactively — catching issues before they become the expensive problems above.

    AI coaching (Bea) Volume

    Available 24/7 in Slack & Teams for real-time moments — the in-flow questions that don't need a human.

    Human coaching Depth

    Expert coaches for high-stakes situations: conflict, performance plans, major career pivots, sensitive moments.

    Embedded intelligence Signal

    Spots patterns and nudges action in the flow of work — catching flight-risk signals before someone interviews elsewhere.

    The upside coaching brings back

    The costs above are what you can measure. This is what coaching adds that a spreadsheet can't.

    • The conversation that never escalates to HRDefused
    • The manager who adjusts their style before someone quitsRetained
    • The new hire who speaks up in week one instead of week twelveAccelerated
    • The team that resolves conflict in days instead of weeksUnblocked
    • A culture where people bring problems earlyPriceless

    Want this tailored to your numbers?

    Walk through it live with a Bravely specialist and leave with an estimate you can take to Finance.

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