Most teams run on "ask Susan." When Susan is busy, juniors stall. When Susan leaves, you bleed. This tool prices that cost in real dollars per year — across senior interruption, junior ramp, and attrition risk.
Built by an operator who has scaled 2→10 hospitals, standardized a 300,000 sq ft multi-site platform, and institutionalized a $300M service portfolio.
Conservative and Aggressive apply ±20% to the base calculation.
The people juniors interrupt for answers.
The people you're paying full comp for during ramp.
What every senior departure actually costs you.
Have each senior log every interruption for 2 weeks. Turn the top 20 recurring questions into a searchable internal SOP wiki. One owner, one update cadence.
Cuts senior interruption tax 30–50% inside 60 days.
Replace shadow-and-pray with a week-by-week structured ramp: shadowing matrix, deliverables checklist, and a graded competency review at 30/60/90.
Shrinks months-to-productive 25–40%; recovers ~$1 of every $3 currently spent on ramp drag.
Pick the top 5 service or operating workflows. Walk-through video + 1-page visual SOP for each. Train every junior to the same bar; QA against the SOP.
Removes 15–25% of recurring senior interruptions and tightens variance across sites.
List every role where one person holds the keys. For each, name a #2 and give them 90 days of cross-training with measurable handoff milestones.
Drops attrition-driven business risk by 40–60% — the next departure stops being an emergency.
One page, five metrics that matter, reviewed weekly with each site lead. Coach to the gap. Variance gets named and corrected before it becomes revenue loss.
Tightens performance variance 10–20% and surfaces the next standardization target on its own.
We'll email you a 6-page report with your inputs, breakdown, the five moves above with expected reduction ranges, and a CTA to pressure-test it together.